Common use of Tuition Reimbursement Clause in Contracts

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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. Any regular full time employee covered by this contract is eligible for financial assistance for tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full time County employment. The Employer shall reimburse fifty percent (50%) of tuition cost of up to a maximum of $1,000.00 per year if: 1. Recommended by the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2. The course taken meets one (1) of the following criteria: (a) it is directly job related, as determined by the Chief Judge; (b) it is in preparation of a job related promotion; (c) it is required or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to a higher classification in employment with the Court. 3. Under special circumstances a supervisor may authorize an employee to attend classes during normal working hours. HOWEVER, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIME. 4. Prior to being reimbursed for tuition expenses, the employee must present to the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higher. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will reimburse a full-time employee have to exhaust their other benefits prior to being eligible for Employer education benefits. 6. Reimbursement includes tuition only and does not include registration, books, lab fees, etc. 7. Reimbursement is subject to and conditioned upon money being appropriated in the Employer's budget for this specific purpose and employees must apply for the cost of tuition in accordance with Regulation 10.12.060 and reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the cost of books as long as request through 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 courseannual budget process. 8. Tuition reimbursement shall be approved for is subject to all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably deniedIRS required tax withholdings. B. If 9. Repayment to the Employer in one lump sum will be required by an employee receives a scholarship, the total amount who voluntarily resigns or is discharged from employment within three (3) years following completion 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. coursework. In the event the Employer directs an employee to attend any formal training coursedoes not continue employment for the prescribed period, the costs of all books and incidental fees employee will be paid by required to reimburse the Employer. “Life experience” credits will be reimbursed Employer on a per-credit basis, not to exceed the University of Washington tuition rates. E. Once a request prorated basis for tuition reimbursement has been approved, the Employer will reimburse the cost of tuition received 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.follows:

Tuition Reimbursement. A. The Employer will reimburse a full-time employee BOARD agrees to allocate the sum of $35,000 per year for each contract year for the cost purpose of tuition in accordance with Regulation 10.12.060 and reimbursing teachers at the rate of $90 per semester or credit hour for the cost of books as long as the subject matter of the specific course or course of study is job-related and the actual 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 expenses incurred by teachers for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably deniedacademic courses completed. B. If It is understood that the academic courses completed must be towards an employee receives M.A., Ed.S., Ed.D., or Ph.D. degree or be within or related to the field in which the teacher is assigned. Academic courses completed must be from an accredited college or university. C. In order to receive reimbursement for academic courses completed during the preceding contract year, the teacher must still be under contract with the BOARD for the current school year and s/he must submit a scholarshiptranscript of credits to the Department of Employee Services on or before September 30th of the current school year. It is understood that teachers involuntarily laid off shall receive the applicable amount of tuition reimbursement for academic courses completed prior to the end of the present contract year in which they received notice of layoff, provided that they comply with the requirements and time limits set forth above. Payment shall be made within 30 days after the filing deadline. Teachers who are on a general leave of absence as provided under Article VII, Section 1, B, may apply for and receive tuition reimbursement under this provision provided that they sign a promissory note that in the event they do not return to the school district the following year they will repay the total amount of reimbursement to the reimbursement from BOARD. Failure of a teacher to repay such amount will result in the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) reduction 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 fund by the reimbursement request within sixty (60) calendar days of receiving final gradessame amount the following year. D. In the event the Employer directs an employee total request for reimbursement exceeds the amount allocated, payments to attend any formal training course, each teacher shall be reduced in proportion to the costs of all books and incidental fees will be paid amount by which the Employer. “Life experience” credits will be reimbursed on a per-credit basis, not to exceed total request exceeds the University of Washington tuition ratesallocation. E. Once The BOARD agrees to reimburse total expenses for tuition, materials, and mileage of any teacher who, at the BOARD'S specific request and terms, agrees to obtain additional academic training for the purpose of becoming qualified in an area for which the BOARD is having a request for tuition great deal of difficulty in securing new personnel. This reimbursement has been approved, the Employer will reimburse the cost of tuition as provided above. Approved tuition reimbursements shall is not to 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 deducted from the tuition reimbursement list. If the employee pursues an additional degree then the employee must reapply for tuition reimbursementallocation mentioned above. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee for the cost of tuition in accordance with Regulation 10.12.060 To encourage further studies 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 professional growth, teachers who have successfully completed additional coursework shall be approved reimbursed from a fund provided by the District. Reimbursement shall be given provided the course work is within the teacher's area of certification or in the field of education. Under no circumstances shall a teacher be reimbursed for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably denied. B. If an employee receives a scholarship, more than the total amount of the reimbursement from the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) of the actual cost of tuition and booksfees. The fund amount shall not be increased during the length of this Agreement. C. A satisfactory 1. For the purposes of this section successful completion shall mean a grade of C "C" or higher better or equivalent is required a "PASS". 2. There shall be a cap of one hundred twenty-five dollars ($125) per semester hour. In no case shall an eligible teacher be reimbursed for reimbursementmore than his/her actual expenditure, tuition and fees for the course(s) as certified to the Treasurer. 3. Reimbursement will be made upon receipt of proper evidence that coursework has been completed, as exhibited by a copy transcript or grade report. Reimbursement shall be made within thirty (30) days after evidence has been provided. Coursework documentation (i.e., registration fee receipts, grades, etc.) will need to be turned into the Treasurer. The Association President will be given a year-end accounting report of the course transcript showing satisfactory completion, along with reimbursement fund. 4. A teacher must file a copy “Notice of Intent” form prior to enrollment in a course(s) so that the administration can keep track of the approved reimbursement application, a copy potential number 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 course(s)/hours that may be reimbursed on in a per-credit basis, not to exceed particular year. The teacher must resubmit the University of Washington tuition rates. E. Once a request form when the course(s) is/are complete 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) 5. It is agreed that members of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time who earn an additional degree or the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement appropriate number of college credits to advance to the next horizontal level of training on the salary schedule shall be placed on a waiting list in order upon such step when documentation of the date additional degree and/or college credits is presented to the personnel department via official college or university transcripts. It is the responsibility of applicationthe member affected to provide the personnel department with the required documentation, no later than September 15 for September 1 salary adjustment and no later than February 15 for a February 1 salary adjustment.

Tuition Reimbursement. A. The Employer will reimburse Subject to annual appropriations and budgetary constraints, the Board shall annually set aside a full-time employee total sum of Two Thousand Five Hundred Dollars ($2500.00) to be distributed among members of Local 1579 for educational course work. Bargaining unit members who meet the following conditions shall receive reimbursement for the cost of tuition taking up to a maximum of three (3) associate’s degree or bachelor level courses per year at a maximum reimbursement rate of $250 per course. 1. Courses must be educationally and/or job related and approved in accordance with Regulation 10.12.060 and advance by the Superintendent of Schools or designee. Courses must be taken at an accredited educational institution. 2. The Bargaining unit member must obtain a C+ (or equivalent) or better. 3. Application for reimbursement must be made by May 15 for courses which commenced on or after June 1st the cost of books as long as the subject matter previous year. Reimbursements shall be paid by June 30th of the specific school year in which the course or course of study is job-related and the tuition costs do not exceed those found at a state universitywas completed. 4. The employee must receive approval from Board is under no obligation to expend 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 deniedentire budgeted amount in any contract year. 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. 5. In the event applications for course reimbursement exceed the Employer directs an employee to attend any formal training coursedesignated funds, the costs of all books and incidental fees course reimbursement rate will be paid by equal to the Employer. “Life experience” credits will be reimbursed on a per-credit basistotal fund, not to exceed an annual total fund of Two Thousand Five Hundred Dollars ($2,500.00), divided by the University total number of Washington tuition rates. E. Once a request courses eligible for reimbursement. Bargaining unit members shall be eligible for tuition reimbursement has been approved, as set forth in this Article provided that they agree to remain employed by 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 Board for any course. F. If an employee receiving tuition reimbursement misses at least two (2) consecutive terms full school years following the payment of schoolany such reimbursement, and provided further that they actually remain employed by 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 Board for at least two (2) terms then school years following the employee must reapply for tuition reimbursement when attendance resumes. G. When an employee completes an educational program, payment of any such reimbursement. Such agreements shall be executed in writing on forms provided by the employee shall notify Board. In the Employer so event that such bargaining unit member separates from employment by the Employer can remove Board prior to the employee’s name from expiration of such two (2) year period (other than involuntary separation initiated by the tuition reimbursement list. If the employee pursues an additional degree then the employee must reapply for tuition reimbursement. H. No more than twenty-five percent (25%Board) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement member shall be placed on a waiting list in order required to repay to the Board the full amount of any such reimbursement paid by the date Board at the time of applicationseparation.

Tuition Reimbursement. ‌ The City supports and encourages employees to increase skills by continuing education through tuition reimbursement. A. The Employer will reimburse a A full-time (at least 3/4 time) permanent or provisional employee is eligible for 100% tuition reimbursement for achieving a grade of A in an approved course, 80% tuition reimbursement for achieving a grade of B in an approved course, 60% for achieving a grade of C in an approved course. In courses that are graded on a pass/fail basis, 80% tuition reimbursement will be granted for a passing grade, 0% reimbursement for a failing grade. Reimbursement for up to six credit hours is available per academic session under the cost following conditions: 1. The employee has completed his probationary period or six months of tuition in accordance with Regulation 10.12.060 and for employment, whichever comes first, before the cost of books as long as the subject matter of the specific course begins. 2. The education or training is obtained from an accredited school during non-working hours. An agency may allow courses to be taken during work hours, provided vacation and/or compensatory time is used. 3. The course of study is job-related to the employee's current position or to his future City development and promotion. 4. Request for reimbursement is filed before course registration using the tuition costs do not exceed those found at a state universitydesignated form. The employee must receive approval reimbursement is only for tuition expenses. Lab fees, etc. are not reimbursable. Funds from the Chief prior to taking Agency's budget must be available. If authorized by his or her department, an employee may receive 60% of the reimbursement amount upon course approval by the Director of Human Resources. The balance shall be reimbursed at course completion based on grade achieved. 5. A receipt of tuition payment and a grade report is submitted within 30 days after the academic session ends. A grade of at least "C" or equivalent must be achieved in each course. 6. Tuition Human Resources Department will monitor for consistency and fairness, and will meet with the Union and employees when requested. Final determination regarding course relatedness or accreditability shall be made by the Director of Human Resources. 7. The rate of reimbursement shall be approved for all job-related capped at the 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 hour rate at 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 aboveCincinnati. Approved tuition reimbursements In no event 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 be reimbursed 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 reapply for tuition reimbursement. H. No more than twenty-five percent four (25%24) quarter hours or sixteen (16) semester hours per calendar year. 8. Employees will be required to remain employed with the City for a minimum of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.two

Tuition Reimbursement. A. The Employer will reimburse a For each year of this Agreement, regular 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 teachers 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 reimbursed at one hundred percent (100%) of the cost Portland State University rate appropriate for the course based on the PSU tuition rate established each Fall each year, or one hundred percent (100%) of the actual course cost, whichever is less, in effect for the quarter attended for up to six (6) term hours or four (4) semester hours per year for graduate or undergraduate courses which have been approved by the administration. The District may approve classes not specific to a teacher’s present assignment yet still expands the teacher’s endorsement or prepares the teacher for future assignments, including school administrator. The District will also permit reimbursement for Doctoral programs in accordance with the tenets of this Article. B. Teachers seeking reimbursement for college tuition may do so in either of the following manners: 1. Any term/semester hours in excess of the above, may be submitted for reimbursement during ensuing fiscal years up to the annual amount permitted under this contract. Any employee who elects to have his/her tuition reimbursed in this manner will not be afforded the salary increase commensurate with the receipt of their Master’s degree until such time as the employee has been fully reimbursed for all those hours. If an employee elects to have his/her salary increased as a direct result of his/her qualifying degree (Masters) at the time the degree is earned, then the District will no longer reimburse that employee for hours earned in previous fiscal years, which have yet to be reimbursed. 2. The teacher will be allowed up to three (3) hours accumulation of tuition reimbursable hours from fiscal year to fiscal year. Distance learning courses will be permissible for tuition reimbursement and bookssalary advancement. This decision shall be made as part of the approval process. C. A satisfactory grade Applications for reimbursement shall be filed with the District Office and must be accompanied by a fee receipt and evidence of C or higher or equivalent is required for reimbursementcourse completion. Alternatively, 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 prepayment of tuition reimbursement Interoffice Communication shall may be submitted with the reimbursement request within sixty (60) calendar days allowed in one of receiving final grades. D. In the event the Employer directs an employee to attend any formal training coursetwo ways: First, the costs of all books teacher and incidental fees will be paid District may agree upon a direct prepayment by the Employer. “Life experience” credits will be reimbursed on a per-credit basisDistrict to the institution providing the course; or second, not to exceed the University upon presentation of Washington tuition rates. E. Once a request proof of payment for course hours, 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 teacher. The amount advanced for tuition for such courses will be subtracted from the teacher’s next paycheck if the course is not successfully completed and documents turned in no later than February 1 for courses taken during fall quarter or May 1 for courses taken during winter quarter. Proof of timely submission successful course completion for spring and summer courses must be submitted by October 31. 1. If a teacher cannot turn in proof of course completion until after May 1, the teacher will enter into a contract to insure that tuition reimbursement funds will be returned to the EmployerDistrict should the individual cease work for the District. An employee shall If a teacher does not receive federal or state educational return to teach in the District in the new school year, he/she will be credited with tuition reimbursement earned the prior fiscal year but not taken as of June 30, but must repay tuition reimbursement funds that exceed which were advanced for the total tuition for any coursefollowing year. 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 teacher is unable to obtain proof of course completion due to difficulties in obtaining documents from the college or university, he/she will notify the District by the above-specified deadlines. The District and the teacher will then agree upon a new date for submitting proof of course completion. Notwithstanding the above, a teacher must achieve a minimum grade of “C” or “Pass” in any course taken under this Article in order to be eligible for reimbursement. D. Teachers new to the District will be reimbursed only for course work taken after the date they actually begin work. E. Classes taken during summer term by teachers who are not attend school during employed by the District for 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 school year 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 reapply not be eligible for tuition reimbursement. H. No more than twentyF. The District may conduct in-five percent (25%) service programs for teachers during the normal work year. All such courses which are offered or conducted by the District for Staff Development and in-service shall have college credit equivalency for horizontal movement on the salary schedule. Such training programs may require the District to use portions of the bargaining unit members shall receive tuition reimbursement at any given timefunds provided in Section A of this Article to cover the costs of such training. If at any time Teachers will be involved in the maximum twentyformulation and development of in-five percent (25%) limit is reachedservice programs. G. Any teacher enrolled in a Masters, then all subsequent requests for tuition reimbursement Doctoral or required 5th year program shall be placed permitted up to an additional three (3) credit term hours in addition to those provided in Section A of this Article to support completion of such program. H. If a teacher completes the necessary credits for advancement to a higher educational level, advancement on a waiting list in order the salary schedule will be either the first contract day of the date school year or April 1 if proper verification of applicationsuccessful course completion has been submitted to the District on or before November 1 or May 1, respectively, of the calendar year in which the hours are earned.

Tuition Reimbursement. A. ‌ (A) The Employer will reimburse a full-employee has completed his/her probationary period or six months of employment, whichever comes first, before the course begins. (B) The education or training is obtained from an accredited school during non- working hours. An agency may allow courses to be taken during work hours, provided vacation and/or compensatory 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 is used. (C) The course or course of study is job-related to the employee’s current position or to his future City development and promotion. (D) Request for reimbursement is filed before course registration using the tuition costs do not exceed those found at a state universitydesignated form. The employee must receive approval reimbursement is only for tuition expenses and approved lab courses. Lab fees, etc. are not reimbursable. Funds from the Chief prior to taking Agency’s budget must be available. If authorized by his or her department, an employee may receive 60% of the reimbursement amount upon course approval by the Human Resources Director. The balance shall be reimbursed at course completion based on grade achieved. (E) A receipt of tuition payment and a grade report is submitted within 30 days after the academic session ends. A grade of at least “C” or equivalent must be achieved in each course. (F) The Human Resources Department will monitor for consistency and fairness, and will meet with CODE and employees when requested. Tuition Final determination regarding course relatedness or accreditability shall be made by the Human Resources Director. The rate of reimbursement shall be approved for all job-related capped at the 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 hour rate at the University of Washington tuition ratesCincinnati (Main Campus / “Uptown”). In no event shall an employee be reimbursed for more than twenty-four (24) quarter hours or sixteen (16) semester hours per calendar year. E. Once (G) Employees will be required to remain employed with the City for a request for tuition reimbursement has been approved, the Employer will reimburse the cost minimum 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 years after receipt of school, the Employer shall send a letter requesting the employee notify the Employer of whether the employee intends to continue to attend schoollast reimbursement payment. If an employee leaves City employment prior to the employee does not attend school during the following expiration of that two (2) terms then year period, he/she will be required to refund the employee must reapply for tuition reimbursement when attendance resumesCity a pro rata amount. Exceptional cases will be reviewed by the Human Resources Director upon a case-by-casebasis. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer City will reimburse a permanent full-time employee employees for the cost of tuition in accordance with Regulation 10.12.060 and required study materials for career improvement or job enhancement courses approved by the Department Head and subject to appeal to and approval of the Director of Human Resources. The amount allowed under this provision shall equal the total cost of books as long as tuition (exclusive of lodging and meals) and the subject matter total cost of the specific course or required study materials, provided however, that: A. The maximum amount per employee shall not exceed $2,750 per fiscal year. B. The course of study is job-related must be approved in advance by the employee’s Department Head and the tuition costs do not exceed those found at Human Resources Director. The course of study must be taken from an accredited college or university. C. The course must be directed to qualify the employee for employment in a state university. position represented in the City work force or to enhance current job skills. D. Only employees who have completed an initial probationary period with the City are eligible for this program. E. Courses covered by this provision must be taken on the employee’s time or on authorized vacation leave. F. The employee must receive approval from exhibit some reasonable expectation of qualifying for the Chief prior to taking new position upon successful completion of the study course if that was the reason for the course. Tuition reimbursement . G. The tuition and other covered expenses shall be approved for all jobpaid in advance by the City upon the pre-related undergraduate authorization of the course by the Department Head and graduate workthe Director of Human Resources. A request for tuition shall not Proof of completion must be unreasonably deniedprovided to the Human Resources Department. B. If H. In no event shall the amount of this City-paid benefit be reduced when there is an employee receives a scholarshipoutside source of aid except in those cases where the aid from any outside source, plus the total amount of the reimbursement from the EmployerCity-paid benefit, combined with the scholarship, shall not exceed one hundred percent (100%) of exceeds the cost of tuition and books. C. A satisfactory grade of C or higher or equivalent is required study material 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 study course. F. If an employee receiving I. The procedure to be followed with regard to the administration of the tuition reimbursement misses two (2) consecutive terms payment program shall be established by the Human Resources Department. Prior to the implementation of schoolany revisions to the procedure, the Employer shall send a letter requesting Human Resources Department will meet with STA to review the employee notify the Employer of whether the employee intends to continue to attend school. changes. J. If the employee does not attend school during pass the following two (2) terms then pre-authorized course or separates from City employment before completing the employee must reapply for tuition reimbursement when attendance resumes. G. When an employee completes an educational programcourse, the employee shall notify is required to reimburse the Employer so City for any payment made by the Employer can remove the employee’s name from the tuition reimbursement list. If the employee pursues an additional degree then the employee must reapply for tuition reimbursementCity under this provision. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a All full-time employee for employees who have completed one or more years of continuous active service prior to the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter date of the specific course start of a course(s) shall be eligible for a reimbursement of instructional fees, laboratory fees and general fees of up to four thousand five hundred dollars ($4,500) for undergraduate studies per calendar year; up to five thousand five hundred dollars ($5,500) per calendar year for graduate studies; or course of study up to two thousand dollars ($2,000) for courses for continuing education voluntarily undertaken by the employee which is job-directly related and to the tuition costs do employee's job duties. Reimbursement shall not exceed those found at a state universitycombined total of five thousand five hundred dollars ($5,500) per calendar year for undergraduate and graduate studies. The employee must receive approval from the Chief prior to taking the course. Tuition Such tuition reimbursement shall be approved for all job-related undergraduate and graduate worktaxable if required by law. 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 The tuition reimbursement Interoffice Communication program 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 subject to the following conditions: (A) No employee within sixty (60) calendar days on an unpaid leave of timely submission to the Employer. An employee shall not receive federal absence, unauthorized leave of absence, disability leave 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 reapply injury leave may apply for tuition reimbursement. H. No more than twenty-five percent (25%B) of There must be a correlation between the bargaining unit members shall receive tuition reimbursement at any given time. If at any time employee's duties and responsibilities or courses that may lead to career advancement within the maximum twenty-five percent City and the courses taken or the degree program pursued. (25%C) limit is reached, then all subsequent requests for tuition Tuition reimbursement shall be placed extended to include reimbursement for course fees for continuing education required as a condition of maintaining a license or certification which the employee is required to maintain as a condition of his/her employment as provided in the Civil Service Commission classification specification (for example, law license, CPA, tree trimming license). (D) All undergraduate and graduate courses must not be taken during scheduled working hours. At the discretion of the Appointing Authority, an employee’s work hours may be adjusted to accommodate a course schedule, or in situations where such accommodations cannot be made, leave time may be approved. Continuing education courses may be taken during scheduled working hours with the approval of the Appointing Authority. All scheduled hours for courses of instruction must be filed through the Appointing Authority or his/her designee and forwarded to the Department of Human Resources. All courses are subject to approval by the Department of Human Resources. All scheduled times of courses must be approved by the Appointing Authority or his/her designee. Any situation which, in the discretion of the Appointing Authority or his/her designee, would require an employee's presence on the job shall take complete and final precedence over any time scheduled for courses. (E) Institutions must be located, courses of instruction given or conferences or seminars must be held within Franklin County or adjoining counties. Courses must be taken at accredited colleges, universities, technical and business institutes or at their established extension centers, as accredited by the U.S. Department of Education. Internet courses will be approved on a waiting list case-by-case basis. “Distance learning” and similar fees related to enrollment in order internet courses will not be reimbursed. Seminars, conferences and workshops will only be considered for reimbursement under the provisions of Section 23.1(C). (F) The Director of Human Resources or designee shall determine the approved institutions for which reimbursement for instructional fees and associated fees (general and laboratory) may be made under this Section. Only those institutions approved by the Department of Human Resources shall establish eligibility of the employee to receive reimbursement. Additional institutions may be added by forwarding an application for reimbursement to the Department of Human Resources. Application for approval of institutions and courses must be made to the Department of Human Resources not more than thirty (30) days or less than ten (10) days prior to the first day of the scheduled course(s). (G) Any financial assistance from any governmental or private agency available to an employee, whether or not applied for and regardless of when such assistance may have been received, shall be deducted in the entire amount from the full tuition reimbursement the employee is eligible for under this Section. If an employee's tuition is fully covered by another governmental or private agency, then the employee is not entitled to payment from the City. (H) Reimbursement for instructional fees and associated general, laboratory fees or continuing education fees will be made when the employee satisfactorily completes a course and presents an official certificate or its equivalent and a receipt of payment or the original of the unpaid invoice from the institution confirming completion of the approved course. A deferred payment charge or any other fees associated with an employee’s deferral of tuition payment will not be reimbursed. (I) No reimbursement will be granted for books, paper, supplies of whatever nature, transportation, meals, or any other expense connected with any course except the cost of instructional fees and associated fees (general and laboratory). (J) The administration of the tuition reimbursement program will require the Director of Human Resources or designee to be responsible for establishing rules, devising forms and keeping records for the program. (K) An employee participating in the tuition reimbursement program who terminates City employment for any reason (other than layoff or death) must repay the tuition reimbursement, paid by the City for courses taken within the following time frames based on the employee's termination date (pay back period to be based on the date the course or semester ended, not the date of applicationpayment by the City): 2 years - undergraduate studies/graduate studies 3 years - X.X./PhD studies Any amounts due to the City under this pay back requirement shall be deducted from the employee's final paycheck. The employee shall make arrangements for payment of any additional balance due with the Department of Human Resources before his/her last day of employment.

Tuition Reimbursement. A. Subject to the limitations below, the Board shall set aside sixteen thousand dollars annually into an account intended to reimburse teachers for tuition (not books, registration fees, etc.) for on- campus courses or approved off-campus courses. The Employer will reimburse a fullBoard’s tuition reimbursement account shall be capped at one hundred thousand dollars ($100,000). Should this cap be met, the Board shall either be excused from making its annual contribution to the tuition reimbursement account, or such contribution shall be reduced to ensure the cap is never exceeded. 1) To be eligible for this tuition reimbursement, teachers sign up with the Superintendent or designee. The sign-time employee up period begins July 1 of each year for the cost ensuing school year. 2) To be eligible for this tuition reimbursement, teachers must have at least one (1) year of tuition in accordance teaching experience with Regulation 10.12.060 the Valley View Schools. 3) Teachers will only be eligible for reimbursement for a maximum of one thousand ($1,000) per school year. 4) Tuition reimbursement amount will be divided equally among eligible teachers and for the cost of books as long as the subject matter paid by July 30 of the specific course next fiscal year. Any remaining tuition reimbursement funds shall be added to the next year’s Tuition Reimbursement fund. If a unit member voluntarily leaves the employ of the Valley View Schools at the end of the school year, then the unit member shall only be reimbursed for up to 70% (up to $700) of any eligible tuition reimbursement for that school year. Should the unit member have already received the full tuition payment, then the Board shall be authorized to deduct these amounts from the unit member’s final paycheck, or course the Board may pursue a civil action against the unit member should the Board be unable to recover these amounts through payroll deduction. 5) To be eligible for reimbursement, courses must be beyond the undergraduate level, in the field of study is job-related education, and the tuition costs do not exceed those found at a state university. The employee teacher must receive approval from the Chief prior to taking credit for the course. Tuition reimbursement shall be approved for all jobThe courses must begin or finish during that fiscal school year (7/1-related undergraduate and graduate work. A request for tuition shall not be unreasonably denied6/30). B. If an employee receives a scholarship, 6) Teachers must submit tuition bills and tuition reimbursement form to the total amount of Treasurer’s Office. Reimbursement will be made only if: the reimbursement above requirements are satisfied and official documentation 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 college or higher or equivalent is required for reimbursement, and a copy university shows successful completion of the course transcript showing satisfactory completion, along with a copy grade of at least a C (or pass, if the approved reimbursement application, a copy course was graded on the basis 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 gradespass- fail). 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. As a professional development incentive, tuition reimbursement shall be provided to unit members taking courses which strengthen individual competencies and/or enhance the achievement of district goals. 1. All members of the bargaining unit shall be eligible to receive tuition reimbursement payments for up to the twelve graduate semester hours (or equivalent in quarter hours) per year from an accredited institution of higher learning. The Employer will reimburse a full-time employee course of study shall be directly related to the employee’s primary job responsibilities. 2. A bargaining unit member may request reimbursement for the cost of tuition a professional development course or seminar offered by an accredited technical or professional institution. The course or seminar shall be directly related to the employee’s primary job responsibilities. Such reimbursement shall not exceed $500 in accordance with Regulation 10.12.060 and a fiscal year. The course or seminar must be approved by the supervising administrator, prior to registration. 3. The period in which the nine hours may be taken extends from the fall term to the succeeding fall term for the cost of books as long as particular institution the subject matter of the specific course or course of study employee 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 courseattending. 4. Tuition reimbursement shall be approved available for all job-related undergraduate Bachelor and graduate work. A request for tuition shall not be unreasonably deniedlevel courses that are required by a formal course of study leading to a degree. B. If an employee receives a scholarship, the total amount of the 5. The per credit hour reimbursement from the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) $150 with an annual cap for the bargaining unit of the cost of tuition and books$50,000 to be awarded to employees on a first come, first-served basis. C. A satisfactory grade of C or higher or equivalent is required for reimbursement, and a copy of 6. Courses must be completed during 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 gradesindividual’s employment period. 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 Employer7. “Life experience” credits will be reimbursed on a per-credit basis, not to exceed the University of Washington To obtain 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 programreimbursement, the employee shall notify submit the Employer so following documentation to Compensation Administration: a. the Employer can remove official transcript (with raised seal) indicating successful completion of the course(s) and the credits earned; b. verification from the college/university of the tuition paid (Form FT1); and c. the employee’s name from supervising administrator’s advance written approval. 8. Required documentation must be submitted no later than six months after the tuition reimbursement listend of the term/semester during which the course was completed or within six months after official establishment of degree candidacy. 9. If Employees who have applied for and are participating in the employee pursues an additional degree then the employee must reapply Deferred Retirement Option Program (DROP) are not eligible for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse Board of Education recognizes that study at an accredited college, university or vocational program may enable 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 universitybus driver to provide better educational opportunities. The employee must receive district shall provide for prorated tuition reimbursement for those successfully completed courses which have received prior approval from the Chief prior to taking superintendent/designee. Courses eligible for prorated tuition reimbursement shall meet the courseapproval criteria established by the superintendent/designee. Tuition reimbursement The association may submit and discuss with the superintendent/designee a list of recommended criteria. The criteria established by the superintendent/designee shall be approved by August 1. The district shall set aside the sum of $15,000 for the period of July 1st through December 31st and $15,000 for the period of January 1st through June 30th, to be used for the purpose of tuition reimbursement for all job-related undergraduate support staff, including but not limited to: bus drivers, Local 60 clerical staff, instructional assistants, food service employees and graduate worknurses. A request Any sum not expended between July 1st and December 31st shall be carried over to the following period within the same fiscal year. This sum shall be divided by the total number of approved credit hours. The quotient shall be the amount of money available per credit hour for reimbursement, within the following limitations: 1. The maximum dollar amount of reimbursement per credit hour shall notexceed that which is charged by the University of Missouri, St.Louis; 2. Any course for which no tuition cost is incurred by the bus driver shall notbe reimbursed under this proposal; 3. The maximum number of credit hours per bus driver for reimbursement inany fiscal year shall be nine credit hours; 4. Incidental costs, including but not limited to textbooks, supplies, registration fees and parking fees shall not be unreasonably denied. B. If an employee receives a scholarship, the total amount reimbursed under thispolicy. Upon successful completion of the reimbursement from the Employercourse, combined with the scholarship, shall not exceed one hundred percent (100%) of the cost of tuition and books. C. A satisfactory grade of C an official transcript or higher or equivalent is required for reimbursement, and a copy of the course transcript showing satisfactory completionan original report card, along with a copy verification of payment must be sent to the assistant superintendent for Human Resources. Reimbursement shall be made no later than 6 weeks after each period ends and following the receipt of the approved reimbursement application, a copy official transcript or report card and verification of the registration or receipt showing the amount paid, and a taxability of tuition reimbursement Interoffice Communication payment. No payment shall be submitted made to bus drivers who are no longer with the reimbursement request within sixty (60) calendar days district at the time 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee Tenured teachers may request approval from the Superintendent or designee to take courses for tuition reimbursement. Such courses of study shall be designed to improve their job skills and/or expertise. Review the requirements for Course Approval above - courses must meet requirements 1 through 8 to be eligible for tuition reimbursement. Such teacher requests shall be in writing on forms provided by the District for this purpose and shall include specific information indicating the value of the course to the District. If approved, the tenured teacher shall be reimbursed the cost of the tuition fees of such course, provided the maximum reimbursement to any individual in accordance with Regulation 10.12.060 and any single school year shall be $800. Upon successful completion of an approved course, tenured teachers will be eligible to apply for the cost tuition reimbursement. The submission of books as long as the subject matter an official transcript demonstrating successful completion of the specific course or course of study is job-related with a grade of "B" or better, or passing a pass/fail course, along with proof of payment of that course and the tuition costs do not exceed those found at a state universityreimbursement request form requesting the specific amount for reimbursement should be submitted within two months of the class being completed. The employee must receive approval from the Chief prior to taking the course. Tuition reimbursement shall be approved for all job-related undergraduate University vouchers and graduate work. A request for tuition grants shall not be unreasonably denied. B. If an employee receives a scholarship, used with tuition reimbursement. The maximum total reimbursement available to the total amount bargaining unit per school year pursuant to this section shall be twenty-four thousand ($24,000.00) dollars as follows: Up to $8,000 per year for classes taken by teachers in the Fall Semester Up to $8,000 per year for classes taken by teachers in the Spring Semester Up to $8,000 per year for classes taken by teachers in the Summer Semester Xxxxxxx are counted as part of the reimbursement from the Employerschool year ending, 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 i.e. summer 2018 will be paid by counted towards the Employer2017-2018 school year. “Life experience” credits will be reimbursed on a per-credit basis, not to exceed Should 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) members of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time not exhaust the maximum twenty-five percent (25%) limit is reachedentire $8,000 allowance for a particular semester, then all subsequent requests for tuition reimbursement the unused funds shall be placed on utilized to cover the following semester within that year not to exceed a waiting list in order total maximum reimbursement of the date of application$24,000/year.

Tuition Reimbursement. A. Only to the extent that funds have been allocated by the Departments, specifically for tuition reimbursement, the Employer agrees to establish a system of tuition reimbursement for employees. The Employer will reimburse agrees to notify the Union of the amount of money allocated by the Department for such purpose and of any changes in such allocation. When a fulldepartment offers tuition reimbursement to employee(s), where eligible, employees covered by this Agreement shall have equal access to available funds on a first come, first served basis, unless the funds for tuition reimbursement are designated for a specific purpose. In that event, the Union shall be so notified, and upon Union request, the Employer shall discuss the purpose with the Union. Reimbursement shall apply only to the per-time employee for the credit-hour cost of tuition in accordance with Regulation 10.12.060 and shall not apply to such items as lab fees, miscellaneous fees, books or supplies. Selection among eligible applicants, and proportion of reimbursement, shall be determined by the Employer. Employees selected for the cost such tuition reimbursement program shall only be reimbursed upon presenting written documentation of books as long as the subject matter successful completion 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 not be approved made unless the course pertains to career opportunities related to the employee's current Department. No employee shall receive reimbursement for all job-related undergraduate and graduate workmore than two courses in any one semester or term. A request for tuition Tuition reimbursement shall not be unreasonably denied. B. If an employee receives a scholarshipdenied to permanent employees solely on the basis of employment type. The procedures to be used for application, approval and verification of successful completion shall be established by the total amount Departments. The Employer agrees that any system adopted will attempt to treat similarly situated employees fairly. The provisions of the reimbursement from the Employer, combined with the scholarship, this Article shall not exceed one hundred percent (100%apply in those cases where the Employer requires employees to take a course(s) as part of the cost their assigned duties. The question of tuition and books. C. A satisfactory grade of C or higher or equivalent is required administrative leave 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 obtaining Continuing Education Units shall be submitted with the reimbursement request within sixty (60) calendar days of receiving final gradesa proper subject for secondary negotiations. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer Training and certification testing will reimburse a fullbe reimbursed at the rate of seventy-time employee for five (75) percent of the cost of tuition tuition, testing fees or registration fees, through direct deposit, not to exceed 6 credits per year. If additional credits are required by NC RESA to fulfill certification requirements for essential duties of a position, employees may apply for an exception to exceed 6 credits per year with Superintendent approval. All training certification testing and/or refinement of skills must be approved in accordance with Regulation 10.12.060 and advance of training by the superintendent, utilizing the request for the cost of books as long as the subject matter of the specific course educational coursework or course of study is job-related and the tuition costs do not exceed those found skills training participation form, at a state university. The employee must receive approval from the Chief prior to taking the course. Tuition reimbursement which time expenses shall be approved for all job-related undergraduate and graduate workdetermined. A request Annually authorized individuals are not eligible for tuition shall reimbursement until such time they become degreed. If certification testing is required by State agencies, accreditation organizations or the administration, it will be reimbursed at 100%, regardless if the individual is certified, licensed or annually authorized. Reimbursement will only be made if completion is satisfactory (as defined by the university where the course is taken). Classes must be taken from accredited colleges or universities. Other schools may be approved by the Superintendent on an individual basis. Classes will not be unreasonably denied. B. reimbursed if they are similar or a repeat of a class already taken at the same or a different institution. If an employee receives a scholarshipdegree or lane change through classes taken under the tuition reimbursement benefit, the total amount of following shall apply: If the reimbursement from the Employeris for ten (10) or more credits, 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 it 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 understood that the employee within sixty (60) calendar days of timely submission will continue service to the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed the total tuition NC RESA for any course. F. If an employee receiving tuition reimbursement misses at least two (2) consecutive terms of schoolyears. If the reimbursement is for less than ten (10) credits, it is understood that the employee will continue service to NC RESA for at least one (1) year. If the employee chooses to depart employment prior to the one (1) or two (2) year commitment, the Employer employee will repay 50% of the tuition to the NC RESA. If an employee receives a degree or lane advancements under the tuition reimbursement benefit, and is subsequently laid-off before the one (1) or two (2) year requirement is met, the following shall send a letter requesting apply: • If the employee notify accepts a recall within 5 years as per section 11.2, the Employer one (1) or two (2) year requirement would be held in abeyance during the time of whether the lay- off, and would be reinstated when the employee intends to continue to attend schoolis recalled. • 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 programaccept a recall within 5 years as per section 11.2, the employee shall notify the Employer so the Employer can remove the employee’s name from 50% of the tuition reimbursement list. If will be re-paid to the employee pursues an additional degree then the employee must reapply for tuition reimbursementNC RESA. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer WCPS will reimburse all unit members who are participating in courses at an approved and accredited college or university for a fullmaximum of nine (9) credit hours per year. Courses must be pre-time employee for the cost of tuition in accordance with Regulation 10.12.060 approved 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 will be reimbursed at a state universityrate of three hundred fifty dollars ($350) per credit hour earned and are subject to the available funds of six hundred twenty-five thousand dollars ($625,000.00) per year. The employee must receive approval from the Chief prior Employees receiving tuition reimbursement will commit to taking the coursea minimum of two (2) years of subsequent continued employment with WCPS. 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 scholarshipvoluntarily leaves WCPS prior to fulfilling his/her two-year obligation, the total amount unit member will reimburse WCPS for paid tuition for the previous two fiscal years. Within one year of tuition reimbursement: 100% reimbursement owed to WCPS Within two years of tuition reimbursement: 50% reimbursement owed to WCPS ● Unit members leaving due to retirement, non-renewal, termination, or approved medical leave are excluded from repayment of tuition reimbursement. ● Resignations as a result of military reassignment will also be exempt from repayment of tuition reimbursement. Unit members may request reimbursement for up to three (3) additional credit hours subject to available funds and payable at the end of the reimbursement from fiscal year. Unit members must be active employees at the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) time of the cost of tuition and books. C. A satisfactory grade of C or higher or equivalent request, while coursework is required for reimbursementbeing completed, and a copy of when reimbursement is requested. The unit member must file 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 completed request for tuition reimbursement has been approvedwith the Board by the dates listed below: October 15th For Summer Courses* March 15th For Fall Courses* July 15th For Spring Courses* * Inclusive of mini-mesters and all coursework completed during this window of time. Courses, in addition to a planned academic or certification program taken by the Employer will reimburse the cost of tuition as unit member in order to support his/her professional growth and development in his/her current assignment, may qualify for reimbursement. Flexibility and substitute coverage may also be provided abovefor travel and class attendance. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the Eligible bargaining unit members shall receive tuition be reimbursed by WCPS within a timely manner upon receipt of a reimbursement at any given timerequest, official transcript, and proof of payment. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent Reimbursement requests will be processed only for tuition reimbursement shall be placed on a waiting list in order grades of the date of application“B” or higher.

Tuition Reimbursement. A. ‌ (A) The Employer will reimburse a full-employee has completed his/her probationary period or six months of employment, whichever comes first, before the course begins. (B) The education or training is obtained from an accredited school during non- working hours. An agency may allow courses to be taken during work hours, provided vacation and/or compensatory 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 is used. (C) The course or course of study is job-related to the employee’s current position or to his future City development and promotion. (D) Request for reimbursement is filed before course registration using the tuition costs do not exceed those found at a state universitydesignated form. The employee must receive approval reimbursement is only for tuition expenses and approved lab courses. Lab fees, etc. are not reimbursable. Funds from the Chief prior to taking Agency’s budget must be available. If authorized by his or her department, an employee may receive 60% of the reimbursement amount upon course approval by the Human Resources Director. The balance shall be reimbursed at course completion based on grade achieved. (E) A receipt of tuition payment and a grade report is submitted within 30 days after the academic session ends. A grade of at least “C” or equivalent must be achieved in each course. (F) The Human Resources Department will monitor for consistency and fairness, and will meet with CODE and employees when requested. Tuition Final determination regarding course relatedness or accreditability shall be made by the Human Resources Director. The rate of reimbursement shall be approved for all job-related capped at the 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 hour rate at the University of Washington tuition ratesCincinnati (Main Campus / “Uptown”). In no event shall an employee be reimbursed for more than twenty-four (24) quarter hours or sixteen (16) semester hours per calendar year. E. Once (G) Employees will be required to remain employed with the City for a request for tuition reimbursement has been approved, the Employer will reimburse the cost minimum 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 years after receipt of school, the Employer shall send a letter requesting the employee notify the Employer of whether the employee intends to continue to attend schoollast reimbursement payment. If an employee leaves City employment prior to the employee does not attend school during the following expiration of that two (2) terms then year period, he/she will be required to refund the employee must reapply for tuition reimbursement when attendance resumesCity a pro rata amount. Exceptional cases will be reviewed by the Human Resources Director upon a case-by-case basis. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

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 Each member of the specific course bargaining units, and those who are subject to the provisions of this Agreement, shall be eligible for a reimbursement of tuition. Tuition shall be for courses of instruction taken towards a degree of higher education related to a position within the City or course of study is job-courses related and to a position within the tuition costs do not exceed those found City at a state an accredited school, college, or university. The Tuition shall be reimbursed up to the following limits per calendar year per covered employee. Undergraduate coursework: $4500.00 Masters level coursework: $5500.00 All courses shall be taken during non-working hours. All scheduled hours of courses shall be filed and approved by the department head and mayor. In the event that a situation should occur, in the discretion of the department head and mayor that would require an employee’s presence on the job, it shall take complete and final precedence over any times scheduled for courses. When applying for tuition reimbursement for state or federal fire academies the employee must receive approval shall have attempted to attend through the division of fire training program. (A) In the event that financial assistance from other governmental or private agencies is available to a covered employee, whether applied for or not, and regardless of when such other assistance may have been received, shall be deducted in the entire amount as a set-off from the Chief prior total tuition subject to taking reimbursement pursuant to this Section. When the course. Tuition employee’s tuition is fully covered by another governmental or private agency, then in that event, the employee shall not be entitled to reimbursement pursuant to this Section. (B) All course work subject to reimbursement pursuant to this Section 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 in advance by the Employer. “Life experience” credits will be reimbursed on a per-credit basis, not to exceed appropriate department head and 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 EmployerMayor. An employee shall not receive federal or state educational make application for approval of reimbursement funds that exceed at least fifteen (15) days before the total tuition for any coursestart of the course of study. F. (C) Reimbursement shall be made upon successful completion of the course attaining a passing grade in a pass/fail course or not less than a grade of “C” (2.00) or better. The employee shall submit an official transcript or certificate demonstrating successful completion of the course and a receipt from the institution confirming the employee has paid the required tuition and fees. (D) Any other source of financial assistance that may be available to an employee shall be deducted from the amount of tuition reimbursement that would otherwise be payable pursuant to this Section. The employee shall only be reimbursed for tuition, fees and books. There shall be no entitlement to reimbursement for incidental expenses such as paper, supplies, mileage, parking or other such similar expenses. (E) 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 separates from the tuition reimbursement list. If the employee pursues an additional degree then the employee must reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.City within three

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 Board agrees 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 pay up to fifty percent (10050%) of the cost per semester hour to full-time teaching employees who successfully complete (grade B or better) graduate courses taken in general education, administration or guidance at a fully accredited college or university. B. An employee may receive reimbursement for a maximum of six (6) semester hours per school year under this provision. Administrator approval prior to enrollment in the course (using the Tuition Reimbursement Form), a certified transcript and a receipt for tuition payments must be submitted to the Board Treasurer by June 30 to be eligible for tuition reimbursement. Certified transcripts unable to be turned in by June 30 due to college/university transcript release date will be eligible for reimbursement the following fiscal year. (Example: A class taken that ends June 15, 2013 and the school does not release the transcript until after June 30, 2013 will be reimbursed for school calendar year 2014.) C. An employee must teach in the District for two (2) years following the earning of the coursework credit and tuition reimbursement or the employee must repay the Board the full amount 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 Board will appropriate for tuition reimbursement purposes a maximum of fifteen thousand dollars ($15,000) per school year for the event duration of this master agreement. If the Employer directs an employee to attend any formal training courseamount of reimbursement reaches the maximum allowable amount in one (1) school year, the costs of all books and incidental fees new maximum will be paid increased by five hundred dollars ($500) beginning the Employerfollowing school year. “Life experience” credits If the amount of valid tuition reimbursement requests exceeds this amount, eligible employees will be reimbursed on a per-prorated basis computed by dividing the appropriated amount by the total number of credit basis, not to exceed hours District wide for which reimbursement is requested. Payment will be made during July following the University submission of Washington tuition ratesthe required transcripts and receipts. E. Once a request for tuition reimbursement has been approvedAdditionally, the Employer will reimburse the cost of tuition as provided above. Approved tuition reimbursements employees who are reimbursed by another agency shall be paid eligible only for the difference, if any, between reimbursement to which they would be entitled and 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 amount received from the tuition reimbursement list. If the employee pursues an additional degree then the employee must reapply for tuition reimbursementagency. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee for 31.1 It is agreed between the cost of parties that the tuition in accordance with Regulation 10.12.060 reimbursement program is designed to encourage City employees to improve their job performance and for increase their value to the cost of books as long as the subject matter of the specific course or course City by pursuing courses of study related to their job duties at accredited educational institutions. The policy governing the tuition reimbursement program is job-related intended to be flexible, with broad discretion for approval reserved to the Department Director and the tuition costs do not exceed those found at a state university. The employee must receive approval from the Chief prior City Manager so as to taking the courseinsure on-the-job effectiveness of City employees. Tuition reimbursement shall be approved for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably deniedsubject to budgetary constraints. 31.2 Any full-time, permanent City employee shall be eligible to participate in the Tuition Reimbursement Program. 31.3 All course work must be taken at or from an accredited college, university or educational institution approved by the City Manager or the Department of Human Resources designee. Course work taken under provisions of this Article must be directly related to the employee's job duties. Class attendance will be on the employee's own time unless otherwise noted in the course announcement and authorized by the City Manager or the Department of Human Resources designee. 31.4 Reimbursement will be limited to books, lab fees, and tuition costs up to a maximum of $4,000.00 per calendar year. 31.5 To be eligible for reimbursement, the employee must successfully complete the course work and provide evidence of successful completion to the City. Successful completion must be evidenced by a grade of "C" or better. 31.6 Procedures for reimbursement will be as follows: A. The employee must obtain three (3) copies of the Application for Tuition Reimbursement form for each course from their department or the Human Resources Department. B. If an The employee receives a scholarship, must complete the total amount of application in triplicate and submit it to his/her Department Director prior to registration at the reimbursement from the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) of the cost of tuition and bookseducation institution. C. A satisfactory grade of C or higher or equivalent The Department Director will then review the application and if approved forward the original and one copy to the Human Resources Department. If the application is required for reimbursementnot approved, and a copy of it is then returned to the course transcript showing satisfactory completion, along with a copy of employee by 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 gradesDepartment Director. D. The Human Resources Department has the authority to approve or not approve the application, and applications not approved will be returned to the Department Director with the reason for rejection noted thereon. 31.7 In the event the Employer directs an employee to attend any formal training courseresigns or is terminated from the City within one (1) year following completion of the course(s) for which City funds have been expended, the costs amount 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 will be reimbursed to the Employer. An City by the employee shall not receive federal or state educational reimbursement funds that exceed upon his/her termination from the total tuition for any courseCity through a deduction from his/her final paycheck. F. If an employee receiving tuition reimbursement misses two (2) consecutive terms 31.8 Upon completion of schoolthe course work, 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 submit his/her semester grade report together with the tuition fee receipt to his/her Department Director. The Department Director will submit the approved application 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 along with the employee’s name from semester grade report to the Finance Department who shall then reimburse the 31.9 Notwithstanding the above, tuition reimbursement list. If the employee pursues an additional degree then the employee must reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of suspended from October 1, 2021 or upon ratification, whichever is later, through September 29, 2022. This provision shall not impact any requests that are or have been submitted or approved before or after the date of applicationsuspension period.

Tuition Reimbursement. A. The Employer will reimburse a Tuition and registration fees shall be reimbursed to full-time employee for employees if the cost course/courses or degree program are related to the employee's current responsibilities or are related to the employee's future potential career development with the City of Batavia. Preliminary Approval of Tuition Reimbursement Employees wishing to receive reimbursement of anticipated tuition costs from an accredited college, junior college, or university must receive advance approval from the Chief of Police and the City Administrator prior to enrolling 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 beginning a state universitydegree program. The employee must receive approval from make a written request to their department head at least 30 days prior to the beginning of a course or degree program that demonstrates how the course or degree program will either enhance the employee's abilities to perform their current job, or enhance the employee's usefulness to the City later in their career with the City. If the Chief of Police approves, the request will be forwarded to the City Administrator for final approval. The City Administrator's decision will be final and will be based on budgetary constraints as well as the reasonableness of the employee's request. Along with their written request, the employee must fill in the top half of the "Application for Advance/Reimbursement of Training Expense" from, leaving the section "Payment Advance" blank, but completing the "Estimated Cost." All signatures must be obtained prior to taking registration for the course. Tuition Upon successful completion of a course, reimbursement shall be occur as described below. Reimbursement Schedule Upon receiving notice that an employee has successfully completed an approved for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably denied. B. course, the City will reimburse the employee as follows: • If an the employee receives a scholarship, the total amount grade of the 'B' or higher they shall receive a reimbursement from the Employer, combined with the scholarship, shall not exceed one hundred percent (of 100%) % of the cost of their costs for tuition and books. C. A satisfactory student fees. • Ifthe employee receives a grade of C 'C' they shall receive a reimbursement of 80% of their costs for tuition and student fees. • No reimbursement will be given for grades below '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 classes that are incomplete. • Under no circumstances will 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive $4150 per year in tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationand fee reimbursements.

Tuition Reimbursement. A. The Employer College shall appropriate $12,000 each fiscal year (July 1 – June 30) in its operating budget to be used to pay bargaining unit members’ tuition for course work, which satisfies all of the following conditions: 1. Course work or a program of study must be pertinent to the needs of the College and/or duties of the employee. The course work or program of study must be taken at an accredited institution of higher education. The course work must provide the employee with additional areas of competence. Employees have the option to receive prior approval of course work by completing the Tuition Reimbursement Application and submitting it to the Director for his/her signature before registering for courses that will reimburse a full-time employee be submitted for tuition reimbursement when they are completed. 2. All course work applied for under the Tuition Reimbursement Guidelines must normally be taken outside of regular work hours on the employee’s own time. 3. Reimbursement is for tuition and fees but does not include reimbursement for books or any other related expenses. 4. The tuition reimbursement period will be 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 universityfiscal year (July 1 – June 30). 5. 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 Employees applying for tuition shall not be unreasonably denied. B. If an employee receives reimbursement must provide to the Vice Chancellor for Human Resources 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 completed 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 completed check request, an official grade report/or copy and receipt for tuition and fees paid in order to receive any reimbursement under their plan work. Such courses must have grade(s) of a “B” or higher and the courses must be completed within the fiscal year. 6. Incomplete (“I”) grades must be made up within the same or following fiscal year in order to receive reimbursement. Incomplete grades not made up in the same or following fiscal year shall not be eligible for reimbursement in future years. 7. The maximum total of tuition and fees paid to any individual will be equal to $350 per credit hour up to a maximum of $3,500 per fiscal year. If tuition and fees are less than $350 per credit hour, reimbursement will be for the amount 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 gradesactual receipt. 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 Employer8. “Life experience” credits Continuing education courses will be reimbursed on only if a per-credit basis, not to exceed the University of Washington tuition ratesgrade is awarded. E. Once a request for tuition reimbursement has been approved, the Employer will reimburse the cost of tuition as provided above9. Approved tuition reimbursements shall be paid Courses at other colleges and universities that are equivalent to the employee within sixty (60) calendar days of timely submission to the Employer. An employee shall Oakland Community College classes are 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 reapply eligible for tuition reimbursement. H. No more than twenty-five percent (25%) 10. Receipts and official/or copy of grade report with check request must be submitted within 30 days of course completion. Wherein possible, reimbursement will be made 20 days following submission of official grade report/or copy and valid tuition receipt. 11. Each employee will receive, in full, their requested tuition and fee reimbursement amounts according to the bargaining unit members shall receive guidelines listed above and subject to the maximum fees shown above. 12. Each employee must complete the tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for application form as a prerequisite to receiving tuition reimbursement shall be placed on a waiting list in order of the date of applicationpayments.

Tuition Reimbursement. ‌ Employees may receive reimbursement for tuition in accordance with the provisions of this section and supplemental rules and regulations not in conflict therewith issued by the Personnel Officer with the approval of the City Manager. A. Education courses and programs related to the work of an eligible employee may be partially reimbursed by the employee's department or agency upon successful completion of such courses in accordance with the following conditions and provisions: i. The Employer recipient must be a permanent, full-time employee except that Emergency Employment Act (EEA) and Model Cities employees are also eligible. The employee must have completed his or her probationary period prior to starting date of course. ii. The education or training must be obtained by attendance at an approved and accredited college, university, secondary school, technical institute, business institute or other educational institute or school. In order to be eligible, the school must be approved by the City Personnel Officer, and the employee must be able to attend without interfering with his or her normal work schedule. iii. The agency or department can reimburse at a rate equal to 100% for a grade of A, 80% for a grade of B, or a passing grade in a pass/fail course, and 60% for a grade of C for six (6) credit hours per academic session. Courses which shall be approved are those which the department head and the City Personnel Officer determine are: (1) those courses directly related to the employee's present job, (2) those courses related to a reasonable promotional opportunity for the employee, or (3) elective and/or required courses in a degree program which is directly related to the employee's job or a reasonable promotional opportunity. Funds must be available in the agency’s approved tuition reimbursement budget. Future funding in the agency’s approved tuition reimbursement budget shall meet or exceed the 2018 level of funding. The rate of reimbursement shall be capped based on the undergraduate rate per credit hour at the University of Cincinnati. In no event shall an employee be reimbursed for more than twenty-four (24) quarter hours or sixteen (16) semester hours per calendar year. iv. A request for reimbursement must be filed in advance of course registration using the appropriate form. The form must be prepared in three (3) copies and be approved by the agency head, and a signed form for certification of funds must accompany the application. One (1) copy will reimburse be sent to the Finance Department, one (1) copy retained by the Personnel Office, and one (1) copy will be returned to the employee. The employee requesting reimbursement must submit a receipt of tuition payment and a grade report to this department within thirty (30) days of the end of the academic session The department will then forward the receipt, the grade report and a claim voucher to the Accounts and Audits Division for reimbursement action. Accounts and Audits will then issue a check to the employee. Departments should request funds for tuition reimbursement per the instructions of the management services office each year during the preparation of their annualbudgets. v. A reasonable promotional opportunity is considered any position in the City service for which a present employee could eventually take a promotional or open exam and which has a higher pay scale than his present job. In the event of a question as to the appropriateness of a course, or as to the reasonableness of a promotional opportunity, the City Personnel Officer shall be the deciding authority. In case of a full-time employee for who is also a full-time student paying a flat rate, the cost amount to be reimbursed will be determined by dividing the number 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 hours taken into the tuition costs do or instructional fee (not exceed those found at a state university. The employee must receive approval from including any general or special fees) to get the Chief prior to taking the course. Tuition reimbursement employee's cost per credit hour which shall be approved reimbursed as provided in Section 32.13(A)(iii). Except for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably denied. B. If an employee receives a scholarshipfinancial assistance received because of service in the armed forces, 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 those employees who are 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 other financial aid will be reimbursed based on a per-credit basis, not to exceed the University of Washington their actual tuition ratesexpense. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. Teachers shall be reimbursed for tuition paid for courses required to be taken by the Board or the administration, provided such payment not be made to teachers required to take courses in any plan of remediation. The Employer will Board shall select the institution at which the course shall be taken. In the event the teacher desires to attend another institution, the Board shall reimburse a full-time employee for the cost of tuition teacher 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 an amount not to exceed the tuition costs do not exceed those found at a state universitythe institution selected by the Board. The employee teacher shall be given one (1) calendar year to complete the required course. B. Teachers with at least two years of experience shall be reimbursed for tuition expended on courses subject to the following conditions: 1. Courses and degree programs must receive approval from be approved in advance by the Chief prior Superintendent and must be germane to taking the courseteacher’s professional development, related to the teacher’s current teaching assignment(s), a graduate degree program, or coursework that would enable a teacher to be qualified in another subject area that will be of benefit to the district. Tuition reimbursement Both courses and degree programs must be consistent with the requirements of regular academic classes on the semester or quarter basis, except as approved by the Superintendent. It is to be understood that weekend courses and certain other courses offered over a short span of time shall generally not be approved unless they are required for degree advancement in an accredited program; however, no more than two (2) such shortened courses shall be approved for all job-related undergraduate credits towards an advanced degree. All courses and graduate work. A request degree programs shall be either approved or rejected within 5 business days of submission for tuition shall not be unreasonably deniedapproval. B. 2. The courses must be satisfactorily completed with a grade of B or better. 3. Reimbursement for college-level courses shall be made up to a maximum of the amount specified on Appendix C in any one (1) school year, provided an official transcript is submitted as evidence of course completion. Reimbursement shall be applied to the fiscal year (July 1-June 30) in which the official transcript is received. If an employee receives there is a scholarshipdelay in receiving the official transcript, through no fault of the teacher, the total amount teacher may provide a letter of successful completion from the instructor or educational institution through which the course was taken and such letter shall suffice as documentation for reimbursement until the official transcript is received. No CEU’s or workshops shall be reimbursed under this provision, nor will the Board allow movement on the salary schedule for SEU’s or workshops. Workshop reimbursement is addressed in Appendix C of the Employee Handbook. 4. The teacher requesting tuition reimbursement from must be employed by District 12 at the Employer, combined with time the scholarship, shall not exceed one hundred percent official transcript (100%or letter of successful completion) is received in order to qualify for payment 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 reapply for tuition reimbursement. H. No more than twenty5. Tuition reimbursement amounts Tuition reimbursement for the fiscal year (July 1-five percent (25%June 30) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall will be placed paid out on a waiting list in order of the date of application.June

Tuition Reimbursement. A. The Employer will reimburse To be considered for reimbursement, 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 above must have been received in the course. Upon ratification of this Agreement, ten thousand dollars ($10,000.00) will be transferred from the Supply Reimbursement Fund into the Tuition Reimbursement Fund for a pool of one hundred and ten thousand dollars ($110,000.00), which shall be made available for tuition reimbursement as of the 2018-2019 school year for the purpose of reimbursing Unit A employees for fees, tuition costs, books and/or reading materials related to satisfactorily completed credit courses taken at a degree granting institution accredited by the U.S. Department of Education. Should other financial assistance be received, the reimbursement will be reduced so that the sum of financial assistance and reimbursement does not exceed the full amount of the course cost. Unit A employees shall be reimbursed for the aforementioned costs by June 30. In each school year, should funds remain in the Supply Reimbursement Fund as of May 1, such funds will be transferred into the Tuition Reimbursement Fund and shall be made available for tuition reimbursement. Beginning in the 2019-20 school year, the procedure for awarding tuition reimbursement will be as follows: All submissions for reimbursement shall be due by May 1. All employees who had submitted for reimbursement by May 1 will receive an equal percentage of their submissions for reimbursement, not to exceed one thousand dollars ($1000.00) per employee per year. Any submission submitted after May 1 shall be eligible for tuition reimbursement for the following school year. An eligible teacher may receive a second grant (of up to $1,000.00) of tuition reimbursement for additional coursework in the same academic year if there are additional funds that remain in the annual tuition reimbursement allotment for that school year. Eligibility is defined for this paragraph as current enrollment in a degree granting program at an accredited college or university. Should other financial assistance be received, the reimbursement will be reduced so that the sum of financial assistance and a copy reimbursement does not exceed the full amount of the course transcript showing satisfactory completion, along with a copy cost. The Office of Human Resources shall inform the Unit A employee of receipt of the approved reimbursement application, a copy of the registration or receipt showing the amount paid, and a taxability of submission for tuition reimbursement Interoffice Communication within two (2) work days of such receipt. Any inquiries made by the Office of Human Resources of a Unit A employee that relate to tuition reimbursement must be answered within five (5) work days. Failure to do so shall result in the Office of Human Resources returning all documents to the Unit A employee with an explanation for the return. If such documents are not corrected by May 1, the employee will not be eligible for reimbursement that year. In each school year, should funds remain in the Supply Reimbursement Fund as of May 1, such funds will be transferred into the Tuition Reimbursement Fund and shall be submitted with the made available for tuition reimbursement. All completed and eligible 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 submissions made by May 1 shall 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 twenty first (6021st) 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) paycheck of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationschool year.

Tuition Reimbursement. A. ‌ 10.1 The Employer City 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 up to one hundred percent (100%) of the cost of tuition, lab fees and required books for courses at accredited institutions conducted outside the employee's regular working hours. The maximum calendar year allowance per employee is $5,250, the ceiling that the Federal government allows for tuition benefit expenditures to be exempted from withholding tax. Fees other than those listed will not be reimbursable, nor will reimbursement include online learning fees or distance learning fees. For one hundred and bookstwo hundred (100 and 200) level courses, the maximum reimbursement shall be equivalent to the credit-hour rate for comparable coursework at Portland Community College, based upon PCC’s tuition rate schedule. For three hundred (300) level courses and above, the maximum reimbursement shall be equivalent to the credit- hour rate for undergraduate coursework at Portland State University. Graduate level courses shall be reimbursed at the same undergraduate rate as three hundred (300) level courses and above. Employees utilizing educational assistance are encouraged to consider completing school research assignments, capstone projects, etc. in areas that may relate to the work of the city while benefitting the employee. This is not a requirement, and time spent completing such assignments would not be considered part of an employee’s work time. Reimbursement will be made to the employee provided that the employee has completed one year of service with the City; the course is directly related to the employee's present job or a future potential job with the City in a mutually agreed upon career path identified in their career development plan, as referenced in Article 9.4; the employee has made application for tuition reimbursement prior to the registration deadline for the course; and the employee submits evidence showing satisfactory completion of the course. The reimbursement shall not be made if the employee is receiving tuition reimbursement from any other source. An employee may utilize tuition reimbursement prior to their one year working anniversary, as long as the class/term ends after the employee’s one year working anniversary. Employees who resign within six (6) months of submitting all of the required paperwork for educational reimbursement will be required to repay the City for any amount paid in reimbursement to the employee in the six months prior to their resignation. As a condition of receiving educational reimbursement, the employee must authorize the payroll deduction to effect the repayment. Circumstances such as change of location due to a spouse's employment, a death in the family or similar compassionate reasons will relieve the obligation for the individual to repay. Part-time employees shall receive a reimbursement equal to the proportion of the part- time work to full-time work. An employee's career path may be one outside his/her present department, classification or job area. C. A satisfactory grade of C or higher or equivalent is required for reimbursement10.2 Educational courses which are only offered during regular working hours may be approved by the Department Head, provided time off can be conveniently arranged and arrangements can be made to make up time off in the same week. The City shall incur no overtime obligation as a copy result 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 gradesmake-up time. D. In 10.3 Should the event the Employer directs City require an employee to attend any formal training courseclass, the costs of all books and incidental fees City 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 pay 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 reapply for tuition reimbursement. H. No more than twenty-five one hundred percent (25100%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time cost of tuition, fees and books for the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationclass.

Tuition Reimbursement. A. The Employer Board agrees to grant allowances of individual licensed personnel for tuition reimbursement according to the following guidelines: 1. Alternative Resident Educator License teachers may not claim both tuition reimbursement and workshop compensation. 2. All requests for reimbursement must be submitted on the formal application supplied by the Board to the Superintendent ten (10) work days prior to the start of the class. A response will reimburse be made within ten (10) work days of receipt of the request. 3. Credits must be earned in an academic or trade-related course from a fullcollege, trade or specialized school or university in the employee's area of licensure and assignment, and at a like rate for equivalent courses in the areas of licensure of a teacher of Career Technical education. 4. Coursework must be scheduled at times that do not interfere with normal duties during the regular work day of the employee. 5. Licensed personnel receiving tuition reimbursement must return to C-time employee TEC for the cost entire school year following the completion of tuition coursework. An exception to this rule will be made if the person is involved in accordance with Regulation 10.12.060 and a RIF or becomes eligible for disability retirement approved by the cost of books as long as State Teachers Retirement System. 6. In order for a teacher to be eligible for reimbursement, the subject matter following items must be on file in the Treasurer's office: • An official transcript of the specific course credits 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 official grade card from the Chief prior to taking the courseclass for which reimbursement has been applied, showing a grade of no lower than a "C" or "Pass" for each course for which tuition reimbursement is requested. 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 detailed bill or other official document from the Employer, combined with institution indicating the scholarship, shall not exceed one hundred percent (100%) of the actual cost of tuition and booksbreakdown of other fees. • Proof of payment. C. A satisfactory grade of C or higher or equivalent is required for reimbursement, and a copy of 7. Reimbursement shall be made within forty-five (45) days after the course transcript showing satisfactory completion, along with a copy of Treasurer has received the approved item described in the foregoing stipulations. 8. Tuition reimbursement application, a copy of will be funded by the registration or receipt showing Board as follows: The tuition reimbursement pool shall be funded to the amount paid, of forty-five thousand dollars ($45,000) per calendar year and a taxability of tuition will not be carried over to the next calendar year. The reimbursement Interoffice Communication amount shall be submitted with charged to the reimbursement request within sixty (60) calendar days of receiving final gradespool based upon the first scheduled class date. Alternative Resident Educator License teachers shall be fully funded for courses required to obtain their initial 5-year license. 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 Employer9. “Life experience” credits No teacher will be reimbursed on a per-credit basisby the Board if he/she received grants, not to exceed the University of Washington tuition ratespayments, or scholarships from some other source for tuition. E. Once 10. Teachers may receive a request yearly maximum of five thousand dollars ($5,000). 11. Teachers who have been approved for tuition reimbursement has been approvedand who later do not enroll in the class as scheduled, the Employer will reimburse the cost of tuition as provided above. Approved tuition reimbursements shall be paid are asked 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 resumesSuperintendent as soon as possible. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

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 Employees who have been employed by the Employer directs an employee to attend any formal training coursefor at least twelve (12) consecutive months of active employment may submit written requests for tuition, the costs of all books and incidental fees reimbursement for pre-approved and completed courses that will upgrade the employee’s skills and knowledge and 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 beneficial 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 After submitting proof to the Employer of whether successful completion of 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 previously approved course(s), an employee completes an educational programmay receive up to One Hundred Dollars ($100.00) reimbursement for tuition, books and fees per course not to exceed $300.00 per calendar year for completed courses with a grade of “C” or better or successful completion of the employee shall notify course if no grades were given. Whether the training is considered beneficial to the Employer so is within the Employer can remove Employer’s sole discretion and is not subject to the grievance procedure. Reimbursement will only be made upon the employee’s name from submission of: a. A written request for professional development reimbursement including an identification of the class(es) to be attended and where, as well as a description of the job-relatedness of the class(es) and how knowledge of the subject area will both enhance the employee’s performance and benefit the agency. This request must be submitted prior to the commencement of the class and approved by the employee’s immediate supervisor and Division Manager, and authorized by the Executive Director; b. Evidence of class enrollment; c. A grade report or other formally issued transcript reflecting no less than a “C” grade in the class(es) attended or successful completion of the course if no grades were given; and d. Evidence of payment of tuition, books and/or fees by the employee. All original documents requesting the professional development authorization, as well as copies of the tuition reimbursement, will be maintained by the Employer’s HR Specialist and placed in the employee’s Personnel File. The HR Specialist or his/her designee will be responsible for forwarding all original reimbursement list. If requests to the employee pursues an additional degree then the employee must reapply Fiscal Department for tuition reimbursementpayment within ten (10) working days of their receipt. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. 1. The Employer Township will reimburse provide a fullTuition Refund Program to employees who have successfully completed one (1) full year of employment and who are on active payroll from the time of pre-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 approval of the specific course requested courses through the payroll period in which payment is made. 2. Courses eligible for approval are those taken at a licensed and accredited post- high school institution. Course must be directly related to the employee's present position or course a current position in the Township to which the employee could reasonably aspire through promotion. Only courses through the Baccalaureate level or designed for development or enhancement of study a vocational skill will be covered. Post graduate courses are not covered. Course required for completion of an Associates or Bachelors degree which are not directly related to the employee's current or future promotional position in the Township will be covered only if the employee is job-related a matriculated student and the tuition costs do not exceed those found at a state university. The employee must receive approval from said courses are required by 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 deniededucational institution as part of their core curriculum. B. If an employee receives a scholarship3. Cost of tuition, the total amount of the reimbursement from the Employerregistration and laboratory fees are reimbursable. Books, combined with the scholarshiptravel, shall and non-essential fees, such as student activity fees, are not exceed one hundred percent (100%) of the cost of tuition and bookscovered. C. A satisfactory grade 4. Reimbursement rates are limited to the current year per undergraduate credit hour at Rutgers State University, with a limit of C or higher or equivalent six (6) credit hours per semester and fifteen (15) credit hours per year. 5. Reimbursement is required for reimbursement, and a copy contingent upon successful completion of the course transcript showing satisfactory completionas evidenced by a certificate or grade report. This shall be defined as a final grade of "C" (2.0) or better, or a "pass" in a pass-fail program. Official grade reports and copies of paid receipts must be submitted along with a copy of the approved Township's pre-approval form before reimbursement application, a copy can be made. 6. Employees who receive reimbursement will be required to sign an agreement which sets forth that they will not leave the employ of the registration or receipt showing Township for a period of time equal to the amount paid, and a taxability number of full years that the employee participated in the 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 Employerprogram. “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 Should the employee within sixty (60) calendar days of timely submission leave prior 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 programfulfilling this time requirement, the employee shall notify will be required to reimburse the Employer so Township in Within the Employer can remove first year of completion of the employee’s name from course curriculum - 100% Within two years of completion of the tuition reimbursement list. If course curriculum - 75% Within three years of completion of the employee pursues an additional degree then course curriculum - 50% Within four years of completion of the employee must reapply for tuition reimbursement. H. No more than twenty-five percent (course curriculum - 25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee College shall appropriate $60,000 each year in its operating budget to be used to pay faculty members’ tuition for the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter course work which satisfies all of the specific course following conditions: A. Coursework or course a program of study is job-related must be pertinent to the needs of the College and or duties of the tuition costs do not exceed those found at a state universityemployee. The coursework or program of study must be taken at an accredited institution of higher education. The coursework must provide 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 deniedwith additional areas of competence. B. If an employee receives a scholarship, Employees have the total amount option to receive prior approval of coursework by completing the Tuition Reimbursement Application and submitting it to the academic xxxx for their signature before registering for courses that will be submitted for tuition reimbursement from the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) of the cost of tuition and bookswhen they are completed. C. A satisfactory grade All coursework applied for under this article must be taken outside of C regular work hours on the faculty members’ own time. However, courses may be authorized during normal working hours if approved in writing by the academic xxxx and the appropriate member of Chancellor’s Cabinet. D. Reimbursement is for tuition and fees and excludes reimbursement for books or higher or equivalent is required any other related expenses. E. The tuition reimbursement period will be for reimbursement, and each fiscal year (July 1 to June 30). F. Faculty members applying for tuition reimbursement must provide to the Human Resources Department a copy of the course transcript showing satisfactory completion, along with a copy of the approved completed tuition reimbursement application, a completed check request, an official grade report/or copy and receipt for tuition and fees paid in order to receive any reimbursement under their plan of work. Courses at the Master’s and Doctoral level must have grades of a “B” or higher, and the courses must be completed within the academic year. Doctoral dissertation credits are exempt from this grade requirement. G. Incomplete (“I”) grades must be made up within the same or following academic year in order to receive reimbursement. Incomplete grades not made up in the same or following academic year shall not be eligible for reimbursement in future years. H. The maximum total of tuition and fees paid to any individual will be equal to $800 per credit hour up to a maximum of $8,000 per fiscal year. If tuition and fees are less than $800 per credit hour, reimbursement will be for the amount 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 gradesactual receipt. 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 I. Continuing education courses will be reimbursed based on a per-credit basis, not to exceed prior approval of the University of Washington tuition ratesacademic xxxx. 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 J. Courses at other colleges and universities that are equivalent to the employee within sixty (60) calendar days of timely submission to the Employer. An employee shall Oakland Community College classes are 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 reapply eligible for tuition reimbursement. H. No more than twenty-five percent K. Receipts and official/or copy of grade report with check request must be submitted within thirty (25%30) days of course completion. When possible, reimbursement will be made twenty (20) days following submission of an official grade report/or copy and valid tuition receipt. L. All faculty members will receive, in full, their requested tuition and fee reimbursement amounts according to the bargaining unit members shall receive tuition reimbursement at any given time. If at any time guidelines listed above and subject to the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationfees shown above.

Tuition Reimbursement. A. 1. The Employer will reimburse a Board agrees to reimburse, based on the terms in Letter I.#4, full-time and part-time teaching employees who successfully complete (grade B or better) graduate courses taken in an education related field. a. For those working towards their first Master’s degree, the declared major will determine if courses are education related. b. For those with a Master’s degree, it must be evident that courses are education related. 2. An employee may receive reimbursement for a maximum of six (6) semester hours per school year under this provision. A certified transcript and a receipt for tuition payments must be submitted to the Board Treasurer to be eligible for tuition reimbursement. 3. An employee must teach in the District the year following the earning of the coursework credit to be eligible to receive tuition reimbursement. 4. The Board will appropriate for tuition reimbursement purposes a maximum of Thirty Thousand Dollars ($30,000) per year for the cost life 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 universitythis Negotiated Agreement. 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 Eligible employees will be reimbursed on a per-prorated basis computed by dividing the appropriated amount by the total number of credit basis, not to exceed the University of Washington tuition rates. E. Once a request hours District wide for tuition which reimbursement has been approved, the Employer will reimburse the cost of tuition as provided aboveis requested. Approved tuition reimbursements shall be paid to the employee within sixty (60) calendar days of timely submission to the Employer. An employee The reimbursement amount shall not receive federal or state educational reimbursement funds that exceed the total tuition for any coursecredit hour cost to the employee. Payment will be made during September of the following school year. Transcripts and proof of payment must be turned in by September 15. F. If 5. The amount of tuition reimbursement shall not exceed the actual cost of the tuition paid by an employee receiving tuition for coursework. Additionally, employees who are reimbursed by another agency shall be eligible only for the difference, if any, between reimbursement misses two (2) consecutive terms of school, to which they would be entitled and the Employer shall send a letter requesting amount received from 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 resumesagency. 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 list6. If the employee pursues an additional degree then the employee must reapply for tuition reimbursement. H. No more than twenty-five percent A maximum of Ten Thousand Dollars (25%$10,000) of the bargaining unit members shall receive tuition reimbursement at any given timeamount listed in #4 above will be set aside to be used for professional development for employees required to complete an improvement plan as a result of final summative rating of ineffective or as a result of poor student growth. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall Professional development will be placed on identified and scheduled as a waiting list in order part of the date collaborative writing of applicationthe Improvement Plan as required by the evaluation policy. On-site activities, district in-services and district employees will be utilized when possible. 7. The Association and Administration will reach a consensus agreement addressing any changes in licensure requirements that may arise during the term of this negotiated agreement.

Tuition Reimbursement. A. The Employer will reimburse a. To be eligible for participation in the tuition reimbursement program, a fullBargaining Unit Member must: i. Be working under a regular limited or continuing contract with the Xxxxxx Career & Technical Center both when the course work is taken and when reimbursement is requested. ii. Take courses in the Bargaining Unit Member’s actual teaching field of service or in other areas approved in advance by the Superintendent. iii. Take courses, including on-time employee for the cost of tuition in accordance with Regulation 10.12.060 line courses, from an institution approved and for the cost of books as long as the subject matter of the specific course or course of study is job-related accepted by ODE 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 appropriate regional accrediting association (e.g. NCA) for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably deniedteacher education. B. If an employee receives iv. Complete the course with 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 better. Pass/Fail credit will not be applicable, if the course may be taken for a letter grade. The Bargaining Unit Member shall provide certification of the unavailability to enroll in a specific college course for a letter grade. v. Remain an employee of the Xxxxxx Career & Technical Center a full year following the completion of a course or equivalent refund the Board 100% of the tuition allowance received. For career-technical teachers earning their initial professional teaching license, the following pay back criteria applies. If a career-technical teacher earning his/her initial professional license does not remain an employee of Xxxxxx Career & Technical Center a full year following the completion any of the initial licensure courses he/she will pay 100% of the Board paid tuition reimbursement received back to the Board. If an employee leaves before completing the second year after classes for initial licensure are complete, he/she will refund the Board 75% of the tuition reimbursement received, 50% for not completing year 3, and 25% for not completing year 4. (This refund can take place either by withholding from the Bargaining Unit Member’s last check or by the Bargaining Unit Member paying the Treasurer directly.) Any teacher who is unemployed due to a reduction in force or a non-renewal shall not be required to reimburse the board for tuition allowance received. b. Application for course approval shall be made and approval shall be obtained in the following manner: i. Applications for course approval shall be submitted to the Superintendent’s office fourteen (14) days prior to the start of the course. ii. Application for course approval shall be approved or disapproved by the Superintendent. Priority shall be given to Bargaining Unit Members enrolled in courses needed to upgrade their skills to meet school goals, to Bargaining Unit Members enrolled in classes for recertification or license renewal, and to Bargaining Unit Members enrolled in courses needed for certification or licensure to teach a subject or to serve in a capacity requested by the administration. iii. Reimbursement shall be limited to nine (9) semester hours in any one- year allowance period (July 1 to June 30). iv. Reimbursement may not be sought for courses for which other reimbursement has or will be received, such as professional leave, a grant or fellowship. c. Reimbursement will be made in accordance with the following manner: i. The Board shall allocate $40,000 and thereafter for each period beginning July 1 and ending the following June 30 for tuition reimbursement for teachers who already hold their initial teaching license. The Board shall allocate a separate fund to reimburse teachers taking course work to earn their initial career technical teaching license. ii. Within the limitations of (B) and (C)(1) above, the Bargaining Unit Member shall be reimbursed up to $700 per semester hour. iii. Bargaining unit members attending pre-service workshops required for reimbursementprovisional certification or licensure shall be reimbursed for the full cost of tuition for the pre-service workshop. iv. Application for the collegiate reimbursement for the pre-service workshop may be made retroactively, but must be completed by September 15. Payment will be made upon submission of official receipt and a copy official grade card from the college/university. v. Reimbursement shall not exceed the actual cost of tuition. vi. Payment shall be made upon submission of an official grade card verifying successful completion 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 paidcourses, and a taxability of tuition reimbursement Interoffice Communication shall be submitted with an official receipt or other documentation acceptable to 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 Superintendent verifying the cost of tuition as provided above. Approved tuition reimbursements shall be paid to the employee within sixty (60) calendar days course and proof of timely submission to the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed the total tuition for any coursepayment. F. If an employee receiving tuition vii. The Superintendent may allocate additional reimbursement misses two (2) consecutive terms of school, unencumbered funds for the Employer shall send a letter requesting current contract year in the employee notify spring for college work necessary for licensure and completed in 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 resumessame contract year. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a All full-time employee for employees who have completed one or more years of continuous active service prior to the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter date of the specific course start of a course(s) shall be eligible for a reimbursement of instructional fees, laboratory fees and general fees of up to three thousand dollars ($3,000) for undergraduate studies per calendar year; up to three thousand six hundred dollars ($3,600) per calendar year for graduate studies; or course of study up to one thousand five hundred dollars ($1,500) for courses for continuing education voluntarily undertaken by the employee which is job-directly related and to the employee's job duties. Such 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 worktaxable if required by law. 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 The tuition reimbursement Interoffice Communication program 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 subject to the following conditions: (A) No employee within sixty (60) calendar days on an unpaid leave of timely submission to the Employer. An employee shall not receive federal absence, unauthorized leave of absence, disability leave 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 reapply injury leave may apply for tuition reimbursement. H. No more than twenty-five percent (25%B) of There must be a correlation between the bargaining unit members shall receive tuition reimbursement at any given time. If at any time employee's duties and responsibilities or courses that may lead to career advancement within the maximum twenty-five percent City and the courses taken or the degree program pursued. (25%C) limit is reached, then all subsequent requests for tuition Tuition reimbursement shall be placed extended to include reimbursement for course fees for continuing education required as a condition of maintaining a license or certification which the employee is required to maintain as a condition of his/her employment as provided in the Civil Service Commission classification specification (for example, law license, CPA, tree trimming license). (D) All undergraduate and graduate courses must be taken during other than scheduled working hours. Continuing education courses may be taken during scheduled working hours with the approval of the Appointing Authority. All scheduled hours for courses of instruction must be filed through the Appointing Authority or his/her designee and forwarded to the Department of Human Resources. All courses are subject to approval by the Department of Human Resources. All scheduled times of courses must be approved by the Appointing Authority or his/her designee. Any situation which, in the discretion of the Appointing Authority or his/her designee, would require an employee's presence on the job shall take complete and final precedence over any time scheduled for courses. (E) Institutions must be located, courses of instruction given or conferences or seminars must be held within Franklin County or adjoining counties. Courses must be taken at accredited colleges, universities, technical and business institutes or at their established extension centers. Internet courses will be approved on a waiting list in order case-by-case basis. Seminars, conferences and workshops will only be considered for reimbursement under the provisions of Section 23.1(C). (F) The Director of Human Resources or designee shall determine the approved institutions for which reimbursement for instructional fees and associated fees (general and laboratory) may be made under this Section. Only those institutions approved the by Department of Human Resources shall establish eligibility of the date employee to receive reimbursement. Additional institutions may be added by forwarding an application for reimbursement to the Department of applicationHuman Resources. Application for approval of institutions and courses must be made to the Department of Human Resources not more than thirty (30) days or less than ten (10) days prior to the first day of the scheduled course(s). (G) Any financial assistance from any governmental or private agency available to an employee, whether or not applied for and regardless of when such assistance may have been received, shall be deducted in the entire amount from the full tuition reimbursement the employee is eligible for under this Section. If an employee's tuition is fully covered by another governmental or private agency, then the employee is not entitled to payment from the City.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee Administrator shall be entitled to tuition reimbursement under the terms set forth herein. Eligibility for the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter reimbursement shall be contingent on prior approval of the specific course class or course education program (i.e., Masters of study Special Education) by the Superintendent and when said class or program is job-related in the field of education and provides a benefit to the services provided to the District. The reimbursement amount shall be 75% of the tuition costs do not exceed those found at cost when a state universitygrade of “A” is earned by the Administrator and 50% of the tuition cost when a grade of “B” is earned by the Administrator (“Reimbursement Rates”). The employee must receive approval from There shall be no reimbursement for any uncompleted class and no reimbursement for any class where a grade lower than a “B” was earned by the Chief prior to taking the courseAdministrator. 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 requests shall be submitted with the reimbursement request within sixty (60) calendar days of receiving receipt of a final grades. D. In grade and shall be accompanied by an official record or records indicating the event the Employer directs an employee to attend any formal training coursecourse taken, the costs of all books grade received 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 said course. In order to be eligible for tuition reimbursement, the Administrator agrees to not voluntarily resign employment with the Board for a period within three (3) years of the conclusion of any school year in which a tuition reimbursement is received. The Administrator will execute a separate addendum to this effect upon request for reimbursement. In addition, the Administrator agrees to voluntarily execute any and all documents necessary to withhold any amounts due from the Administrator’s final paycheck which become due as provided abovea result of the Administrator’s voluntary resignation within the three (3) year period described in this paragraph. Approved tuition reimbursements Should the Administrator refuse to execute such a withholding agreement and/or otherwise fail to repay the District for any reimbursement owed to it by way of this paragraph, the Administrator shall be liable for any and all costs, including reasonable attorneys’ fees, incurred by the District in instituting any action to recover the amount due hereunder. The reimbursement amount for approved and eligible coursework shall be paid to at 100% of the employee Reimbursement Rate for classes taken within sixty (60) calendar days the last school year, 66% of timely submission to the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed Reimbursement Rate for classes taken within the total tuition for any course. F. If an employee receiving tuition reimbursement misses last 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) years and 33% of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time Reimbursement Rate for classes taken within the maximum twenty-five percent last three (25%3) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationschool years.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee Board shall appropriate for the cost of tuition in accordance with Regulation 10.12.060 each fiscal year twenty thousand two hundred and fifty dollars ($24,000) effective July 1, 2020, plus seven hundred fifty dollars ($750.00) per year for the cost of books as long as the subject matter each additional year of the specific course Contract, to provide supplemental pay to bargaining unit members with two (2) or course of study is job-related and more years at Xxxxxx for earned college credit subject to the tuition costs do not exceed those found at a state universityfollowing conditions: 1. The employee college course must receive approval from be taken in the Chief bargaining unit member’s area of certification/licensure, or in directly related fields, or other areas if approved under Section 903B2, below. 2. The bargaining unit member desiring such pay must register with the Superintendent on the appropriate form provided for this purpose prior to taking enrolling in the college course. a. The Superintendent MAY waive the “prior registration” clause should circumstances merit. b. The Superintendent MAY approve accredited correspondence courses/television courses and non-credit coursework. 3. Tuition It is the bargaining unit member’s responsibility to submit written verification of satisfactory completion of such course(s). Written verification must be in the form of an official transcript of completed credit at an accredited college or university, with a grade of “B” or better (“Pass,” if on a pass/fail basis) to the Superintendent at the conclusion of the term (semester, quarter, trimester). In order to be eligible for reimbursement within the same calendar year as that when the course was taken, the official transcript must be received by the Superintendent no later than May 31. Failure to supply official transcript negates reimbursement. 4. The amount of reimbursement shall be determined as follows: Total monies for year divided by total hours submitted during the fiscal year (June 1 - May 31) to determine the value of reimbursement per hour. Each bargaining unit member shall be reimbursed for the number of hours approved for all job-related undergraduate and graduate workX the dollar amount per hour not to exceed six (6) hours per fiscal year. 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, Total payment 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 reimbursementthe course(s). If any money remains, 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 re-divided among the reimbursement request within sixty applicants until all funds are gone or all applicants have received one hundred percent (60100%) 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee BOARD agrees to allocate the sum of $35,000 per year for each contract year for the cost purpose of tuition in accordance with Regulation 10.12.060 and reimbursing teachers at the rate of $90 per semester or credit hour for the cost of books as long as the subject matter of the specific course or course of study is job-related and the actual 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 expenses incurred by teachers for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably deniedacademic courses completed. B. If It is understood that the academic courses completed must be towards an employee receives M.A., Ed.S., or Ph.D. degree or be within or related to the field in which the teacher is assigned. Academic courses completed must be from an accredited college or university. C. In order to receive reimbursement for academic courses completed during the preceding contract year, the teacher must still be under contract with the BOARD for the current school year and s/he must submit a scholarshiptranscript of credits to the Department of Educational Services on or before September 30th of the current school year. It is understood that teachers involuntarily laid off shall receive the applicable amount of tuition reimbursement for academic courses completed prior to the end of the present contract year in which they received notice of layoff, provided that they comply with the requirements and time limits set forth above. Payment shall be made within 30 days after the filing deadline. Teachers who are on a general leave of absence as provided under Article VII, Section 1, B, may apply for and receive tuition reimbursement under this provision provided that they sign a promissory note that in the event they do not return to the school district the following year they will repay the total amount of reimbursement to the reimbursement from BOARD. Failure of a teacher to repay such amount will result in the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) reduction 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 fund by the reimbursement request within sixty (60) calendar days of receiving final gradessame amount the following year. D. In the event the Employer directs an employee total request for reimbursement exceeds the amount allocated, payments to attend any formal training course, each teacher shall be reduced in proportion to the costs of all books and incidental fees will be paid amount by which the Employer. “Life experience” credits will be reimbursed on a per-credit basis, not to exceed total request exceeds the University of Washington tuition ratesallocation. E. Once The BOARD agrees to reimburse total expenses for tuition, books, and mileage of any teacher who, at the BOARD'S specific request, obtains additional academic training for the purpose of becoming qualified in an area for which the BOARD is having a request for tuition great deal of difficulty in securing new personnel. This reimbursement has been approved, the Employer will reimburse the cost of tuition as provided above. Approved tuition reimbursements shall is not to 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 deducted from the tuition reimbursement list. If the employee pursues an additional degree then the employee must reapply for tuition reimbursementallocation mentioned above. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer Board and/or its designee will reimburse a contribute towards the tuition cost of employees for pre-approved undergraduate/graduate level courses. During the term of this agreement, $15,000.00 will be allocated annually for the use of tuition reimbursement. There shall be one tuition reimbursement pay period by June 30. When the requests exceed that budget allocation, the per credit reimbursement shall be adjusted pro-rata, and documentation to that effect shall be provided to the Union. Any 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 who 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 completed two (2) consecutive terms years of schoolsatisfactory service and who has been notified of reemployment for the succeeding year may apply for reimbursement of tuition cost incurred in a study of credit at an accredited college/university (North Central, NCATE or equivalent). Such reimbursement will be granted for a maximum of six (6) semester hours (or equivalent) per year. B. All courses must be preapproved for reimbursement by the Employer shall send a letter requesting Superintendent or his/her designee using the following guidelines. 1. Reimbursement will be provided for approved programs that, in the opinion of the Superintendent or his/her designee, lead to the enhancement of and/or improvement in the abilities of the employee notify within the Employer realm of whether his/her employment. 2. Reimbursement will be provided to the employee intends to continue to attend schoolwho has paid a tuition fee at his/her own expense. If No reimbursement shall be given for a course taken with the employee does not attend school during the following two (2) terms then the employee must reapply for use of a tuition reimbursement when attendance resumeswaiver. G. When an employee completes an educational program3. Tuition will be reimbursed after the Part II Finalizing Form, official transcript and receipt showing proof of payment have been submitted to the employee shall notify the Employer so the Employer can remove the employee’s name from the tuition reimbursement listHuman Resources Administrator. If the employee pursues an additional degree then the employee A grade of “B’ or better or a “pass”, if pass/fail course is offered, must reapply be earned to qualify for tuition reimbursement. H. No more than 4. Employees will receive tuition reimbursement of one hundred twenty-five percent dollars (25%$125) per credit hour to a maximum of six (6) semester hours per year. Payment shall not exceed the bargaining unit members shall receive actual cost per credit. In the event the total approved requests exceed the dollar limitation allocated, payments will be prorated on a per credit basis. The reimbursement rate is based upon the rate in effect at the time of preapproval. 5. Employees on leave will not be eligible for tuition reimbursement at any given timereimbursement. If at any time In addition, employees who submit an irrevocable notice of retirement to the maximum twenty-five percent (25%) limit is reacheddistrict will not be eligible for tuition reimbursement. 6. Video courses, then all subsequent requests online courses, travel courses and correspondence courses would be eligible for tuition reimbursement shall be placed on if taken from an accredited college/university, and if preapproved by the Superintendent or his/her designee. C. An employee who applies for tuition reimbursement must agree to remain employed in the district (in writing) for a waiting list in order minimum of one (1) complete school year after payment of such reimbursement. If through his/her choice, employment is terminated before completing one (1) full school year of service after each such reimbursement, he/she will repay the date of applicationdistrict for such professional reimbursement.

Tuition Reimbursement. A. The Employer will reimburse An employee who meets the following criteria shall be eligible for tuition reimbursement: 1) Has begun their second year or more of employment with the District. 2) Receives approval for course work from the Administration, prior to the first class meeting as follows: a) In the case of licensed employees, for coursework; b) In the case of licensed employees in Lane V on the Salary Matrix, for workshops leading to CEUs. 3) Completes graduate course work at an accredited college or university or undergraduate work determined by the Superintendent to enhance the ability of an employee to perform their job. 4) Completes the course work with a full-time employee for the cost grade of “B” or better or passing in a course that only offers a pass/fail grade. 5) Submits evidence of tuition in accordance with Regulation 10.12.060 cost, proof of payment and for official transcript of credits earned (or grade report) to the cost of books as long as Superintendent prior to 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 universitySeptember 15 deadline. 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 remain employed by the EmployerBoard for the entire year following course completion. “Life experience” credits will be reimbursed on a per-credit basis, not to exceed Should the University of Washington tuition rates. E. Once a request for tuition employee leave after reimbursement has been approvedissued and prior to the completion of their contract year, the Employer will reimburse the cost of tuition as provided above. Approved tuition reimbursements Board shall be paid due the entire tuition reimbursement amount. Appropriate documentation must be submitted to the employee within sixty (60) calendar days Superintendent’s office by September 15th of timely submission to each year or the Employernext business day on a day when the Board offices are closed. An employee If documentation is not submitted on time, reimbursement may be given in the following year only. The total funds available for the reimbursement pool shall not receive federal or state educational be $35,000 for each school year of this Agreement. The total reimbursement funds that exceed dollars available for each school year shall be divided by the total tuition for any courseto determine maximum percentage of reimbursement as follows: first class – up to 100%; additional classes as balance allows. Maximum reimbursement may not exceed 100% of tuition paid. Payments to employees will be approved by the Board at its October business meeting. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee Principal shall be entitled to tuition reimbursement under the terms set forth herein. Eligibility for the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter reimbursement shall be contingent on prior approval of the specific course class or course education program (i.e., Masters of study Special Education) by the Superintendent and when said class or program is job-related in the field of education and provides a benefit to the services provided to the District. The reimbursement amount shall be 75% of the tuition costs do not exceed those found at cost when a state universitygrade of “A” is earned by the Principal and 50% of the tuition cost when a grade of “B” is earned by the Principal (“Reimbursement Rates”). The employee must receive approval from There shall be no reimbursement for any uncompleted class and no reimbursement for any class where a grade lower than a “B” was earned by the Chief prior to taking the coursePrincipal. 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 requests shall be submitted with the reimbursement request within sixty (60) calendar days of receiving receipt of a final grades. D. In grade and shall be accompanied by an official record or records indicating the event the Employer directs an employee to attend any formal training coursecourse taken, the costs of all books grade received 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 said course. In order to be eligible for tuition reimbursement, the Principal agrees that he shall not voluntarily resign his employment with the Board for a period of three (3) years of the conclusion of any school year in which a tuition reimbursement is received. The Principal will execute a separate addendum to this effect upon request for reimbursement. In addition, the Principal agrees to voluntarily execute any and all documents necessary to withhold any amounts due from his final paycheck which become due as provided abovea result of his voluntary resignation within the three (3) year period described in this paragraph. Approved tuition reimbursements Should the Principal refuse to execute such a withholding agreement and/or otherwise fail to repay the District for any reimbursement owed to it by way of this paragraph, he agrees that he shall be liable for any and all costs, including reasonable attorneys’ fees, incurred by the District in instituting any action to recover the amount due hereunder. The reimbursement amount for approved and eligible coursework shall be paid to at 100% of the employee Reimbursement Rate for classes taken within sixty (60) calendar days the last school year, 66% of timely submission to the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed Reimbursement Rate for classes taken within the total tuition for any course. F. If an employee receiving tuition reimbursement misses last 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) years and 33% of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time Reimbursement Rate for classes taken within the maximum twenty-five percent last three (25%3) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationschool years.

Tuition Reimbursement. The College shall appropriate $35,000 each year in its operating budget to be used to pay bargaining unit members' tuition for course work which satisfies all of the following conditions: A. Course work or a program of study must be pertinent to the needs of the College and/or duties of the employee. The Employer course work or program of study must be taken at an accredited institution of higher education. The course work must provide the employee with additional areas of competence. B. All course work applied for under the Tuition Reimbursement Guidelines must normally be taken outside of regular work hours on the employee's own time. Courses may be authorized during normal working hours if authorized in writing by supervisor and appropriate member of Chancellor’s Cabinet. C. Reimbursement is for tuition and fees but does not include reimbursement for books, or any other related expenses. D. The tuition reimbursement period will reimburse a full-time employee be for the cost fiscal year (July 1 to June 30). E. Employees applying for tuition reimbursement must provide to the Human Resources Office a completed Tuition Reimbursement Application, a completed check request, an official grade report/or copy and receipt for tuition and fees paid in order to receive any reimbursement under their plan of tuition in accordance with Regulation 10.12.060 and for the cost work. Such courses must have grade(s) of books as long as the subject matter of the specific course a "B" or course of study is job-related higher and the tuition costs do courses must be completed within the fiscal year. F. Incomplete ("I") grades must be made up within the same or following fiscal year in order to receive reimbursement. Incomplete grades not exceed those found at a state university. The employee must receive approval from made up in the Chief prior to taking the course. Tuition reimbursement shall be approved for all job-related undergraduate and graduate work. A request for tuition same or following fiscal year shall not be unreasonably deniedeligible for reimbursement in future years. B. If an employee receives a scholarshipG. Upon the effective date of this Agreement, the maximum total of tuition and fees paid to any individual will be a maximum of $600 per credit hour up to a maximum of $5,000 for the 2017- 18 and 2018-19 fiscal years, and effective July 1, 2019, will be up to a maximum of $625 dollars per credit hour up to a maximum of $5,250 dollars per fiscal year. If tuition and fees are less than the applicable maximum per credit hour, reimbursement will be for the amount of the reimbursement from the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) of the cost of tuition and booksactual receipt. 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 H. Continuing education courses will be reimbursed on only if a per-credit basis, not to exceed the University of Washington tuition ratesgrade is awarded. E. Once a request I. Courses at other colleges and universities that are equivalent to Oakland Community College classes are not eligible for tuition reimbursement has been approvedexcept when required for degree completion, subject to approval by the Employer will reimburse the cost Human Resources Department. J. Receipts and official/or copy of tuition as provided above. Approved tuition reimbursements shall grade report with check request must be paid to the employee submitted within sixty (60) calendar 30 days of timely course completion. When possible, reimbursement will be made twenty (20) days following submission to the Employer. An employee shall not receive federal of official grade report/or state educational reimbursement funds that exceed the total copy and valid tuition for any coursereceipt. F. If an K. Each employee must complete the Tuition Reimbursement Application form as a prerequisite to 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 resumespayments. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. All employees covered by this Agreement shall be eligible to receive financial reimbursement for job-related, career development or required course work in the following areas: 1. Matriculating undergraduate/graduate degree. 2. Business/Vocational/Technical courses. 3. Career development courses such as seminars and continuing education courses which will aid the employee in his employment. The Employer foregoing decision of job-relatedness is discretionary with the Employer. B. Reimbursement will reimburse be contingent upon: 1. By no later than the first day of the course, an interested employee must submit a written request for course work. The request must be presented to the employee’s department head for initial approval and to the County Administrator and Personnel Division for final approval and authorization that funds are available. The employee will be notified as to the approval or disap- proval of his application within two (2) weeks. Within four (4) weeks after completion of the course work, the employee shall submit to the County Administrator and Personnel Department, via the department head, certification of successful completion of the course work on the proper form. Payment will be made to the employee after approval by the County Administrator and Personnel Division and after the employee has completed and signed the proper voucher form. 2. The student must maintain a "C" grade or better for an undergraduate course and a "B" grade or better for a graduate course to be eligible for reimbursement. In courses where only a "Pass" or "Fail" grade are given, the student must achieve a "Pass". Where the student has the option of selecting either "Pass/Fail" or a letter grade system, the student must elect the letter grade system. 3. Courses shall be taken outside the employee’s normal working hours and shall not interfere with the individual's responsibilities of employment. If leave time is needed for travel to a course, up to four (4) hours of available release time per week may be granted with the supervisor's approval, so long as said release time hours are made up with in the pay period during which they occur. 4. Reimbursement will be the lesser of the actual expenses or the current tuition rate at Rutgers, the State University of New Jersey. Employees are responsible for their travel expenses, fees and books. 5. Priority will be given to employees attending colleges within the State of New Jersey. 6. A maximum of fifteen (15) credits per calendar year may be taken by employees. 7. An employee must be a permanent full-time employee to be entitled to financial reimbursement. As an exception to the foregoing, an employee who has been employed for the cost of tuition in accordance with Regulation 10.12.060 and more than one (1) year, even though not yet "permanent" by Civil Service standards, will be eligible for the cost of books as long as the subject matter this benefit. Should any of the specific course or course of study is job-related and aforementioned employees fail to continue employment following 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 completion 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 said employee will be paid by the Employer. “Life experience” credits will be reimbursed on a per-credit basis, not required 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 repay the Employer. An employee employee’s obligation to continue in employment shall be equal to but not receive federal or state educational reimbursement funds that exceed longer than the total tuition for any duration of the course. F. If an employee receiving tuition reimbursement misses two (2) consecutive terms of school, 8. The following annual amount will be appropriated by the Employer shall send a letter requesting for 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) employees of the bargaining unit members shall receive tuition reimbursement at any given timeDivision of Temporary Assistance and Social Services: $15,000. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall Reimbursement to eligible employees will be placed on a waiting list in order of "first come, first served" basis until such time as the date of applicationappropriation is depleted.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee for agrees to furnish all employees covered by this Agreement, when such costs are not covered by other programs, the full 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 tuition. This applies to either (1) approved undergraduate programs of study and/or approved courses within an undergraduate degree or (2) approved graduate programs and/or approved courses within the graduate degree. An employee covered by this Agreement is job-related and the tuition costs do entitled to receive reimbursement for either (1) or (2) above, but not exceed those found at a state universityboth. The employee is further restricted from reimbursement if the Employer has previously reimbursed the employee for any other degree while covered by this or any other labor agreement and/or if the employee is requesting reimbursement associated with a second similar degree (i.e., second bachelor's degree or second master's degree). Any such programs or courses must receive have written approval from of the Police Chief prior to taking the coursesuch courses to be eligible for reimbursement. Tuition The maximum dollar 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 scholarshipthe per credit rate charged at Michigan State University or the applicable conversion rate table; and in order to be eligible for reimbursement of tuition, books and fees, the total amount of the reimbursement from the Employer, combined employee must successfully complete each undergraduate class with the scholarship, shall not exceed one hundred percent (100%) of the cost of tuition and books. C. A satisfactory a grade of C "C" or higher better or equivalent is required for reimbursementits numerical equivalent. In a graduate program, and a copy of the course transcript showing satisfactory completion, along employee must successfully complete each class with a copy grade of "C" or better or its numerical equivalent and remain in "good academic standing" in the approved reimbursement application, a copy of graduate program. It is 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 parties' general expectation that employees will continue to work for 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 schoolyears following reimbursement for any degree-related work. The employee that voluntarily leaves his/her employment with the City shall be responsible to refund any reimbursements received for tuition, books or fees received within 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 years immediately preceding voluntary termination. The Employer may waive such reimbursement. Section 13.9: Natural Disaster/Extreme Weather Conditions. All sworn Xxxxxxx Police Department personnel are obligated to report to work to their assigned duty station at properly assigned times or receive an excuse for the employee must reapply for tuition reimbursement when attendance resumes. G. When an employee completes an educational programabsenteeism from their immediate, available superior. In cases of natural disaster or extreme weather conditions, the employee Department will make every reasonable effort within their resources to assist employees in meeting their work obligations. However, an employee, who does not report for work at his assigned duty station 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 reapply for tuition reimbursementnot be paid. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

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.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.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.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.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 reapply for tuition reimbursement.reimbursement.‌ H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee for reimburses tuition and the cost of tuition books and/or e-books to assist employees in obtaining further undergraduate or graduate education in WSP job-related fields so that those employees can use that education to assist the Employer in meeting its mission. Tuition reimbursement will be in accordance with Regulation 10.12.060 and for the cost of books 10.12.060, as long as the subject matter of the specific course or course of study is job-related related, the Chief has determined that the employee’s successful completion of the course of study will further the mission of the WSP, and the tuition costs do not exceed those found at a state universitythe University of Washington. 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, grant, or any other type of monetary college tuition expense assistance from any other source, the total amount of the reimbursement from the Employer, combined with the scholarship, grant, or other tuition expense assistance shall not exceed one hundred percent (100%) of the cost of tuition and bookstuition. C. A satisfactory grade of C or higher or equivalent is required for reimbursement, . The employee must submit documentation as required by Budget 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 Fiscal Services (BFS) with the request for reimbursement request within sixty (60) calendar days of receiving final the school releasing 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 BFS will process tuition reimbursements shall be paid to the employee within sixty (60) calendar days of timely submission to receiving the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed the total tuition for any course.documentation required in Subsection 21.4 C. 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 before 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will Board shall reimburse a full-time employee classified employees for tuition paid to an accredited college or university for coursework directly related to the employee’s area of responsibility or to prepare for other possible positions in the district. The Board shall establish a separate account for the cost purposes of tuition reimbursement for full-time classified employees. The Board shall place $3,000 in said account for each year of this agreement. The balance will be zeroed out after annual disbursements are made. Application for reimbursement must be made to the treasurer by September 1, for coursework completed between July 1 and June 30 of the previous school year. The treasurer shall tally the dollar amount requested and the number of semester hours completed for all requests. Quarter hours shall be converted to semester hours in accordance with Regulation 10.12.060 and for established practice. If 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 total requested sum does 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 funds in the account, all requests that meet the terms 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 this article will be paid by fully reimbursed. If the Employer. “Life experience” credits will total requested sum exceeds the total funds in the account, requests shall be reimbursed on a per-credit basis, not to exceed prorated basis on the University number of Washington tuition ratessemester hours taken. E. Once a request A. To be eligible for reimbursement the employee must meet the following qualifications: a. Must be employed full-time and in good standing on September 1, for coursework completed between July 1 and June 30 of the previous school year b. Application for tuition reimbursement has been must be made during the regular school year through the employee’s supervisor and approved by the treasurer prior to the first class meeting c. Coursework must be from an accredited college or university d. Coursework must be directly related to the employee’s area of responsibility or to prepare for other possible positions in the district e. Provide the treasurer with an official transcript substantiating course completion and final grade of A, B, or equivalent f. If the course is pass/fail, transcript must substantiate course was passed and a letter from the instructor/professor must be presented confirming a level of achievement of “B” or above work g. No reimbursement shall be provided for audited coursework h. Provide the treasurer with appropriate receipt documenting paid for coursework The treasurer shall provide written approval/disapproval to the applicant no later than twenty (20) workdays after receipt of the application. If the application is not approved, the Employer will reimburse treasurer shall include reasons for the cost disapproval. The decision of tuition as provided above. Approved tuition reimbursements the treasurer shall be paid final and binding and shall not be subject to the employee within sixty (60) calendar days of timely submission grievance procedure. A single reimbursement payment for the entire year will be made to the Employerstaff member on the first regular pay in October. An employee shall not receive federal or state educational The maximum annual 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement staff member shall be placed on a waiting list in order of the date of application$500. Reimbursement shall be treated as income and shall be subject to taxation as required by IRS regulations.

Tuition Reimbursement. A. The Employer will reimburse a All full-time employee for employees who have completed one or more years of continuous active service prior to the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter date of the specific course start of a course(s) shall be eligible for a reimbursement of instructional fees, books, laboratory fees and general fees of up to four thousand five hundred dollars ($4,500) for undergraduate studies per calendar year; up to five thousand five hundred dollars ($5,500) per calendar year for graduate studies; or course of study up to two thousand dollars ($2,000) for courses for continuing education voluntarily undertaken by the employee which is job-directly related and to the tuition costs do employee's job duties or may lead to career advancement within the City. Reimbursement shall not exceed those found at a state universitycombined total of five thousand five hundred dollars ($5,500) per calendar year for undergraduate and graduate studies. The employee must receive approval from the Chief prior to taking the course. Tuition Such tuition reimbursement shall be approved for all job-related undergraduate and graduate worktaxable if required by law. 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 The tuition reimbursement Interoffice Communication program 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 subject to the following conditions: (A) No employee within sixty (60) calendar days on an unpaid leave of timely submission to the Employer. An employee shall not receive federal absence, unauthorized leave of absence, disability leave 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 reapply injury leave may apply for tuition reimbursement. H. No more than twenty-five percent (25%B) of There must be a correlation between the bargaining unit members shall receive tuition reimbursement at any given time. If at any time employee's duties and responsibilities or courses that may lead to career advancement within the maximum twenty-five percent City and the courses taken or the degree program pursued. (25%C) limit is reached, then all subsequent requests for tuition Tuition reimbursement shall be placed extended to include reimbursement for course fees for continuing education required as a condition of maintaining a license or certification which the employee is required to maintain as a condition of his/her employment as provided in the Civil Service Commission classification specification (for example, law license, CPA, tree trimming license). (D) All undergraduate and graduate courses must not be taken during scheduled working hours. At the discretion of the Appointing Authority, an employee’s work hours may be adjusted to accommodate a course schedule, or in situations where such accommodations cannot be made, leave time may be approved. Continuing education courses may be taken during scheduled working hours with the approval of the Appointing Authority. All scheduled hours for courses of instruction must be filed through the Appointing Authority or his/her designee and forwarded to the Department of Human Resources. All courses are subject to approval by the Department of Human Resources. All scheduled times of courses must be approved by the Appointing Authority or his/her designee. Any situation which, in the discretion of the Appointing Authority or his/her designee, would require an employee's presence on the job shall take complete and final precedence over any time scheduled for courses. (E) Institutions must be located, courses of instruction given or conferences or seminars must be held within Franklin County or adjoining counties. Courses must be taken at accredited colleges, universities, technical and business institutes or at their established extension centers, as accredited by the U.S. Department of Education. Internet courses will be approved on a waiting list case-by-case basis. “Distance learning” and similar fees related to enrollment in order internet courses will not be reimbursed. Seminars, conferences and workshops will only be considered for reimbursement under the provisions of Section 23.1(C). (F) The Director of Human Resources or designee shall determine the approved institutions for which reimbursement for instructional fees and associated fees (general and laboratory) may be made under this Section. Only those institutions approved by the Department of Human Resources shall establish eligibility of the employee to receive reimbursement. Additional institutions may be added by forwarding an application for reimbursement to the Department of Human Resources. Application for approval of institutions and courses must be made to the Department of Human Resources not more than thirty (30) days or less than ten (10) days prior to the first day of the scheduled course(s). (G) Any financial assistance from any governmental or private agency available to an employee, whether or not applied for and regardless of when such assistance may have been received, shall be deducted in the entire amount from the full tuition reimbursement the employee is eligible for under this Section. If an employee's tuition is fully covered by another governmental or private agency, then the employee is not entitled to payment from the City. (H) Reimbursement for instructional fees and associated general, laboratory fees or continuing education fees will be made when the employee satisfactorily completes a course and presents an official certificate or its equivalent and a receipt of payment or the original of the unpaid invoice from the institution confirming completion of the approved course. The employee must submit this documentation within four (4) weeks of the course completion, unless unable to do so through no fault of their own. A deferred payment charge or any other fees associated with an employee’s deferral of tuition payment will not be reimbursed. (I) No reimbursement will be granted for books, paper, supplies of whatever nature, transportation, meals, or any other expense connected with any course except the cost of instructional fees and associated fees (general and laboratory). (J) The administration of the tuition reimbursement program will require the Director of Human Resources or designee to be responsible for establishing rules, devising forms and keeping records for the program. (K) An employee participating in the tuition reimbursement program who terminates City employment for any reason (other than layoff or death) must repay the tuition reimbursement, paid by the City for courses taken within the following time frames based on the employee's termination date (pay back period to be based on the date the course or semester ended, not the date of applicationpayment by the City): 2 years - undergraduate studies/graduate studies 3 years - X.X./PhD studies Any amounts due to the City under this pay back requirement shall be deducted from the employee's final paycheck. The employee shall make arrangements for payment of any additional balance due with the Department of Human Resources before his/her last day of employment.

Tuition Reimbursement. A. The Employer City will reimburse a each permanent full-time employee for the cost of tuition in accordance with Regulation 10.12.060 and required study materials for career improvement or job enhancement courses approved by the Department Head and subject to appeal to and approval of the Director of Human Resources or his/her designee. Reimbursement shall equal the total cost of books as long as tuition (exclusive of lodging and meals) and the subject matter total cost of the specific course or required study materials, (including books), provided, however, that: A. The maximum amount of reimbursement per employee shall not exceed $2,500 in FY2014-2015 and $2,750 in FY2015-2016. B. The course of study is job-related must be approved in advance by the employee’s Department Head and the Director of Human Resources or his/her designee, with a copy of the tuition costs do not exceed those found at reimbursement request provided by the employee to his/her Department Head before submitting the request to the Director of Human Resources, or his/her designee. The course of study must be taken from an accredited college or university, or accredited trade school. Proof of course completion must be provided to the Human Resources Department. C. The course must be directed to qualify the employee for employment in a state university. position represented in the City work force or to enhance current job skills. D. The employee must receive approval from exhibit some reasonable expectation of qualifying for another City position upon successful completion of the Chief prior to taking study course if that was the course. Tuition reimbursement reason for enrollment. E. The tuition and other covered expenses shall be approved for all job-related undergraduate paid in advance by the City upon the pre authorization of the course by the Department Head and graduate work. A request for tuition shall not be unreasonably deniedthe Director of Human Resources, or his/her designee. B. If F. In no event shall the City’s reimbursement be reduced when there is an employee receives a scholarshipoutside source of aid except in those cases where the aid from any outside source, plus the total amount of the reimbursement from the Employernormal City reimbursement, combined with the scholarship, shall not exceed one hundred percent (100%) of exceeds the cost of tuition and books. C. A satisfactory grade of C or higher or equivalent is required study material 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 study course. F. If G. Only employees who have completed an employee receiving initial probationary period with the City are eligible for this program. H. Courses covered by this provision must be taken on the employee’s off-duty time or on authorized vacation leave. I. The procedure to be followed with regard to the administration of the tuition reimbursement misses two (2) consecutive terms of school, program shall be established by the Employer shall send a letter requesting the employee notify the Employer of whether the employee intends to continue to attend school. Human Resources Department. J. If the employee does not attend school during pass the following two (2) terms then pre-authorized course or separates from City employment before completing the employee must reapply for tuition reimbursement when attendance resumes. G. When an employee completes an educational programcourse, the employee shall notify is required to reimburse the Employer so City for any payment made by the Employer can remove the City under this provision. The City will maintain a computer record of each employee’s name from the training and tuition reimbursement list. If course completions, which record shall be made available to the employee pursues an additional degree then the employee must reapply for tuition reimbursementuse in making application for other City positions. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the All bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests be eligible for tuition reimbursement subject to the following conditions (all conditions must be met in order to be eligible for any reimbursement): 1. The Superintendent must approve the coursework by signing the Tuition Reimbursement Application prior to the first day of class. 2. The bargaining unit member must have at least one (1) year of full-time professional service in the District. 3. The course(s) must be graduate or undergraduate courses which are taken for college credit (CEU or contact hours are not reimbursable) and must fall into one or more of the following categories: a. The course(s) directly relates to the bargaining unit member’s teaching assignment, b. The course(s) directly relates to any certification area listed on the individual’s teaching certificate(s), and/or c. The course(s) is otherwise specifically approved by the Superintendent. 4. The bargaining unit member must receive a grade of “B” or better or receive a “pass” if the course is a “pass/fail” course. 5. The Board of Education will appropriate $10,000.00 in each fiscal year (July 1-June 30) for tuition reimbursement for bargaining unit employees. Any amount unused shall revert back to the Board and shall not be carried over from year to year. Reimbursement is for tuition only, not for lab fees, books, parking, etc. In no case shall a bargaining unit member be reimbursed for more than his/her actual tuition for an approved course(s). 6. Employees will be reimbursed an amount calculated in accordance with the following formula: Tuition Fund total divided by the total number of semester hours (or equivalent quarter hours) taken by all employees multiplied by the number of reimbursable semester hours (or equivalent quarter hours) taken by each eligible employee. 7. Each bargaining unit member may be reimbursed for up to a maximum of nine (9) quarter hours or six (6) semester hours annually. 8. Courses must be completed during the current school year (September 1 through August 31). Bargaining unit members must submit documentation verifying the amount of tuition he/she paid along with written proof of his/her successful course completion in the form of an official transcript of completed credit at an accredited university, with a satisfactory grade as defined in this Article (i.e., “B” or “Pass”) to the Treasurer on or before September 15. Failure to submit such documentation by September 15 will result in the employee being ineligible to receive tuition reimbursement. Reimbursement will be distributed on or before October 15. 9. Each bargaining unit member receiving reimbursement under this Article, prior to his/her receipt of such pay, shall agree that he/she will teach in the Seneca East Local School District for at least one (1) full school year following the receipt of such reimbursement. If such bargaining unit member fails to teach in the District for the required period, one half (½) the amount of such reimbursement received during the prior school year shall be placed on a waiting list deducted from said bargaining unit member’s final pay or, if the funds in order the bargaining unit member’s final pay are insufficient to cover the amount of one half (½) of the reimbursement, the bargaining unit member must repay the Board the amount of one half (½) of the reimbursement within thirty (30) days from the date of applicationon which he/she separated from employment with the Board.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee Chief Innovation Officer/Principal shall be entitled to tuition reimbursement under the terms set forth herein. Eligibility for the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter reimbursement shall be contingent on prior approval of the specific course class or course education program (i.e., Masters of study Special Education) by the Superintendent and when said class or program is job-related in the field of education and provides a benefit to the services provided to the District. The reimbursement amount shall be 75% of the tuition costs do not exceed those found at cost when a state university. The employee must receive approval from grade of “A” is earned by the Chief prior to taking Innovation Officer/Principal and 50% of the coursetuition cost when a grade of “B” is earned by the Chief Innovation Officer/Principal (“Reimbursement Rates”). There shall be no reimbursement for any uncompleted class and no reimbursement for any class where a grade lower than a “B” was earned by the Chief Innovation Officer/Principal. 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 requests shall be submitted with the reimbursement request within sixty (60) calendar days of receiving receipt of a final grades. D. In grade and shall be accompanied by an official record or records indicating the event the Employer directs an employee to attend any formal training coursecourse taken, the costs of all books grade received 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 said course. In order to be eligible for tuition reimbursement, the Chief Innovation Officer/Principal agrees that she shall not voluntarily resign her employment with the Board for a period of three (3) years of the conclusion of any school year in which a tuition reimbursement is received. The Chief Innovation Officer/Principal will execute a separate addendum to this effect upon request for reimbursement. In addition, the Chief Innovation Officer/Principal agrees to voluntarily execute any and all documents necessary to withhold any amounts due from her final paycheck which become due as provided abovea result of her voluntary resignation within the three (3) year period described in this paragraph. Approved tuition reimbursements Should the Chief Innovation Officer/Principal refuse to execute such a withholding agreement and/or otherwise fail to repay the District for any reimbursement owed to it by way of this paragraph, she agrees that she shall be liable for any and all costs, including reasonable attorneys’ fees, incurred by the District in instituting any action to recover the amount due hereunder. The reimbursement amount for approved and eligible coursework shall be paid to at 100% of the employee Reimbursement Rate for classes taken within sixty (60) calendar days the last school year, 66% of timely submission to the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed Reimbursement Rate for classes taken within the total tuition for any course. F. If an employee receiving tuition reimbursement misses last 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) years and 33% of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time Reimbursement Rate for classes taken within the maximum twenty-five percent last three (25%3) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationschoolyears.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee Each year of this Agreement, the District shall make available for the cost purpose 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 reimbursement 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 $15,000.00 for District employees. Each year, during the reimbursement from spring semester, the Employer, combined with Superintendent shall communicate to District employees the scholarship, shall not exceed one hundred percent (100%) classes and programs that support the needs of the cost of District’s instructional programs, as determined by the Board and Superintendent. Any District employee seeking to utilize tuition and books. C. A satisfactory grade of C or higher or equivalent is required for reimbursement, and a copy reimbursement must submit an approval to the Superintendent at least thirty (30) days prior to the commencement of the course transcript showing satisfactory completion, along with a copy or program. The Superintendent shall retain sole discretion to approve tuition reimbursement in consideration of the District’s instructional needs. District employees approved reimbursement application, a copy of the registration or receipt showing the amount paid, and a taxability of for tuition reimbursement Interoffice Communication shall be submitted with may seek reimbursement for up to $350.00 per credit for the first three (3) credit hours, up to $200.00 per credit for any additional hours, up to a maximum reimbursement request within sixty (60) calendar days of receiving final grades. D. $2,000.00 per school year. In the event that the Employer directs an employee to attend any formal training course, the costs number 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 District employees approved for tuition reimbursement has been approvedexceeds the total reimbursement pool of $15,000.00, the Employer will reimburse District shall pro-rate the cost per credit amounts to ensure that all approved District employees receive a portion of the tuition as provided abovereimbursement. Approved All tuition reimbursements reimbursement shall be paid to the approved District employees on the last regularly scheduled pay date. Any District 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 approved for any course. F. If an employee receiving tuition reimbursement misses two and who subsequently leaves the District shall be required to pay back the tuition reimbursement as follows: (2i) consecutive terms of school, the Employer shall send a letter requesting if the employee notify the Employer leaves within twelve (12) months of whether the employee intends to continue to attend school. If the employee does not attend school during the following two (2) terms then receiving reimbursement, the employee must reapply for tuition reimbursement when attendance resumes. G. When an pay back 100% of the reimbursement; (ii) if the employee completes an educational programleaves past twelve (12) months, but before twenty-four (24) months, the employee shall notify must pay back 50% of the Employer so reimbursement; and (iii) if the Employer can remove employee leaves past twenty-four (24) months, but before thirty-six (36) months, the employee must pay back 25% of the reimbursement. The District is authorized to deduct such amounts from the employee’s name from final paycheck. Employees shall execute a promissory agreement upon submitting such reimbursement agreeing to the tuition reimbursement list. If the employee pursues an additional degree then the employee must reapply for tuition reimbursementprovisions contained herein. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee Administrator shall be entitled to tuition reimbursement under the terms set forth herein. Eligibility for the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter reimbursement shall be contingent on prior approval of the specific course class or course education program (i.e., Masters of study Special Education) by the Superintendent and when said class or program is job-related in the field of education and provides a benefit to the services provided to the District. The reimbursement amount shall be 75% of the tuition costs do not exceed those found at cost when a state universitygrade of “A” is earned by the Assistant Superintendent and 50% of the tuition cost when a grade of “B” is earned by the Assistant Superintendent (“Reimbursement Rates”). The employee must receive approval from There shall be no reimbursement for any uncompleted class and no reimbursement for any class where a grade lower than a “B” was earned by the Chief prior to taking the courseAssistant Superintendent. 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 requests shall be submitted with the reimbursement request within sixty (60) calendar days of receiving receipt of a final grades. D. In grade and shall be accompanied by an official record or records indicating the event the Employer directs an employee to attend any formal training coursecourse taken, the costs of all books grade received 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 said course. In order to be eligible for tuition reimbursement, the Administrator agrees to not voluntarily resign employment with the Board for a period within three (3) years of the conclusion of any school year in which a tuition reimbursement is received. The Administrator will execute a separate addendum to this effect upon request for reimbursement. In addition, the Administrator agrees to voluntarily execute any and all documents necessary to withhold any amounts due from the Administrator’s final paycheck which become due as provided abovea result of the Administrator’s voluntary resignation within the three (3) year period described in this paragraph. Approved tuition reimbursements Should the Administrator refuse to execute such a withholding agreement and/or otherwise fail to repay the District for any reimbursement owed to it by way of this paragraph, the Administrator shall be liable for any and all costs, including reasonable attorneys’ fees, incurred by the District in instituting any action to recover the amount due hereunder. The reimbursement amount for approved and eligible coursework shall be paid to at 100% of the employee Reimbursement Rate for classes taken within sixty (60) calendar days the last school year, 66% of timely submission to the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed Reimbursement Rate for classes taken within the total tuition for any course. F. If an employee receiving tuition reimbursement misses last 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) years and 33% of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time Reimbursement Rate for classes taken within the maximum twenty-five percent last three (25%3) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationschool years.

Tuition Reimbursement. Bargaining unit employees who are regularly scheduled to work 28 hours are eligible for 100% tuition reimbursement for achieving a grade of A in an approved course, 80% tuition reimbursement for receiving a grade of B in an approved course, and 60% tuition reimbursement for achieving a grade of C in an approved course. In courses that are graded on a pass/fail basis, 80% tuition reimbursement will be granted for a passing grade, and 0% tuition reimbursement for a failing grade. Reimbursement for up to six credit hours is available per academic session under the following conditions: A. The Employer will reimburse a full-employee has completed his/her probationary period or six months of employment, whichever comes first, before the course begins. B. The education or training is obtained from an accredited school during non- working hours. An agency may allow courses to be taken during work hours, provided vacation 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 is used. C. The course or course of study is job-related to the employee’s current position or to his future City development and promotion. D. Request for reimbursement is filed before course registration using the tuition costs do not exceed those found at a state universitydesignated form. The reimbursement is only for tuition expenses and approved lab courses. Any monies received through grants and /or scholarships that reduced the employee’s tuition expenses will mean that the amount reimbursable is equally lowered. It is not intended for an employee must to receive approval reimbursement for tuition in excess of the employee’s cost of the tuition. Lab fees, etc. are not reimbursable. Funds from the Chief prior to taking the courseAgency’s budget must be available. Tuition reimbursement shall be approved for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably denied. B. If authorized by his or her department, an employee receives a scholarship, the total amount may receive 60% of the reimbursement from amount upon course approval by 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 Human Resources Director. The balance 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 at course completion based on a per-credit basis, not to exceed the University of Washington tuition ratesgrade achieved. E. Once a request for tuition reimbursement has been approved, the Employer will reimburse the cost A receipt of tuition as provided abovepayment and a grade report is submitted within 30 days after the academic session ends. Approved tuition reimbursements shall A grade of at least “C” or equivalent must 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 achieved in each course. F. If The Human Resources Department will monitor for consistency and fairness, and will meet with Teamsters and employees when requested. Final determination regarding course relatedness or accreditability shall be made by the Human Resources Director. G. The rate of reimbursement shall be capped at the undergraduate credit hour rate at the University of Cincinnati. In no event shall an employee receiving tuition reimbursement misses be reimbursed for more than twelve (12) quarter hours or eight (8) semester hours per calendar year. H. Employees will be required to remain employed with the City for a minimum of two (2) consecutive terms years after receipt of school, the Employer shall send a letter requesting the employee notify the Employer of whether the employee intends to continue to attend schoollast reimbursement payment. If an employee leaves City employment prior to the employee does not attend school during the following expiration of that two (2) terms then year period, he/she will be required to refund the employee must reapply for tuition reimbursement when attendance resumes. G. When an employee completes an educational program, City a pro rata amount. Exceptional cases will be reviewed by 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed Human Resources Director on a waiting list in order of the date of application.case-by-case basis

Tuition Reimbursement. A. The Employer will reimburse administration shall take into consideration a full-time variety of factors before rejecting a course for reimbursement including, but not limited to, the teacher’s certificate and areas of instruction, the course description, the institution from which the school is being offered, and the courses relevance to the District’s educational programs, goals and objectives. Denial of a course for tuition reimbursement shall not prevent an employee from paying for the cost of tuition in accordance with Regulation 10.12.060 and for course without District reimbursement. In 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 event that a state university. The employee must receive approval from the Chief prior to taking teacher successfully completes the course. Tuition reimbursement shall be approved for all job-related undergraduate and graduate work. A request for tuition , he shall not be unreasonably denied. B. If an prevented from using a District non-reimbursable course for movement on the salary schedule. The District shall reimburse each employee receives a scholarship, the total amount of the reimbursement from the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) for 75% of the cost of tuition and booksfor all courses subject to the following conditions: 1. No reimbursement will be given for a C grade or less. C. A satisfactory 2. If a course is graded pass / fail; a passing 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 reimbursed. Any employee that voluntarily terminates services with the District, other than through normal retirement or disability, will be required to reimburse the District for any credit reimbursement request within sixty (60) calendar days received in the one year preceding their voluntary termination of receiving final grades. D. In the event the Employer directs service. Credit reimbursement shall begin when 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 Employerhired. An employee shall not receive federal be limited to a maximum of 9 credits per year unless an employee is enrolled in a Masters program that has an annual minimum credit requirement for that program or state educational institution. The maximum credit requirement shall be increased to 24 credits per year if the employee is on a full-year sabbatical leave or 12 credits per year if the employee is on a half-year sabbatical leave. Credits for reimbursement funds must be completed while the employee is employed in the Susquehanna Community School District. If the District has hired an employee under an emergency certificate, the District shall be required to fully reimburse that exceed the total tuition employee for any course. F. course taken as requested by his emergency certification status. All credits for salary increases must be completed by the start of the new school term (year) and reported to the District administration office by no later than September 15th of each year unless the employee notifies the District that there is a problem with completing the documentation required. Each applicant for credit reimbursement must supply the superintendent’s office with documentation of the actual expense, proof of payment, the transcript indicating the number of credits, the completion of course and passing grade. Except for grandfathered employees, all employees have to earn a Master’s Degree, not a Master’s Equivalency, to attain the columns after the Master’s column on the salary schedules. All credits earned after the Master’s Degree must be graduate credits. Any credits earned prior to the Master’s Degree but not part of the Master’s Degree program shall not be added on as post-Master’s Degree Credits. If an employee receiving tuition reimbursement misses two (2) consecutive terms of school, becomes certified or has taken additional credits but has not received the Employer shall send a letter requesting proper verification until after 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 programinstructional year has begun, the employee shall notify will be paid retroactively when 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 reapply for tuition reimbursementverification is obtained. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. The Company will offer a Flight Attendant Tuition Assistance program, reimbursing* its active Flight Attendants up to Two Hundred Fifty Dollars ($250.00) per quarter, as allowable by the IRS, who meet the following criteria: a. Received no more than two (2) attendance points in the quarter b. Received a passing Check Ride evaluation, if applicable c. Received no discipline in the past rolling one (1) year d. Earns a “B” grade or above in classes related to Silver’s business i.e. language, customer service, general business etc. *Reimbursement with receipts may be used for books or tuition SECTION 21 ALCOHOL/DRUG TESTING A. Testing Occasions 1. Random Testing i. All Flight Attendants will be subject to random drug and/or alcohol testing to the extent required by applicable federal regulations. ii. The Employer will reimburse Company may conduct random drug and/or alcohol testing of Flight Attendants any time just before, during, or just after a full-time employee trip pairing. A Flight Attendant undergoing drug and/or alcohol testing will, for the cost purpose of tuition in accordance with Regulation 10.12.060 Federal Aviation Regulations relating to duty time and minimum rest, be deemed to be on duty until the testing collection process is completed. iii. Following positive verification of identification using photographic identification, or identification by a Company representative, Flight Attendants selected for random drug and/or alcohol testing will be given written notice prior to conducting the cost of books as long as test. Such notice shall be provided in-person within the subject matter of the specific course Flight Attendant’s on-duty period by an Inflight or course of study is job-related and the tuition costs do not exceed those found at a state universityStation management personnel. The employee must receive approval from management personnel will provide his or her identification and job title to the Chief prior to taking the courseFlight Attendant. 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 The Flight Attendant will sign a copy of the course transcript showing satisfactory completiondocument to confirm notice receipt, along with a copy which will be retained by the Inflight or Station management person. The Flight Attendant will be advised that refusal or failure to immediately report and to provide the required urine and/or breath specimen will result in termination 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 gradesFlight Attendant’s employment. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer Board shall establish a fund in the amount of fifty thousand dollars ($50,000) for payment beginning in the 2011-2012 school term for tuition reimbursement. A teacher may make application for tuition reimbursement for up to eighteen (18) semester hours per school year for pre-approved graduate coursework upon successful completion of the course. Teachers requesting reimbursement shall fulfill the requirements listed below in order to be eligible for graduate course tuition reimbursement: (1) Request and receive signed pre-approval for the graduate course(s) from the Human Resources Department and the Union prior to the beginning date of the graduate course. (2) Submit official receipts for the pre-approved graduate course(s) on or before September 30 of the school year following completion of the studies to the Human Resources Department. Graduate courses eligible for pre-approval shall be defined as: (a) Graduate coursework leading to the completion of a Post-Graduate Degree program in special education or related field of study. (b) Graduate coursework leading to certification in special education or a related field. (c) Graduate coursework in special education or a related field, or in a field related to the teacher’s assignment. (3) Submit official transcripts for the pre-approved graduate course(s) to the Human Resources Department on or before October 15 of the school year following completion of the studies. (4) Resubmit for pre-approval any graduate coursework that is not completed during the year for which it was applied, in order to be eligible for reimbursement in the subsequent year. Failure to submit the required documentation (pre-approval form on file, official transcripts, and receipts) for reimbursement by October 15 shall result in the inability of the teacher to receive reimbursement. To qualify for tuition reimbursement the teacher must return as a regular employee of SEDOL the September following completion of their coursework, or in the event a teacher has an approved leave of absence commencing that September, upon that teacher’s return to regular employment, he/she will reimburse be reimbursed. From the fund designated by the Board, if all requests for reimbursements do not exceed the amount in the Tuition Reimbursement Fund, then and only then shall all teachers submitting reimbursement requests receive the lesser of the actual cost of tuition, or the 2011-2012 hourly rate charged by Northern Illinois University for graduate coursework (i.e., $320.40 per hour). If, however, the sum total of reimbursement requests exceeds the amount in the Tuition Reimbursement Fund then all teachers shall receive a prorated percentage of the reimbursement to which they are entitled, rounded to the highest tenth of percent that does not use up the fund, to be determined annually by the Union. Teachers employed less than full-time employee for shall receive reimbursement pro rata based upon the cost percentage 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 universityemployment. 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 Teachers 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 eligible for tuition reimbursement has been approvedfor coursework completed while on an approved leave of absence, including sabbatical leaves. Teachers shall receive reimbursement as soon as is practicable following November 15 of each year. All teachers shall receive notice of the Employer will reimburse amount of reimbursement, if any, to which they are entitled (before any percentage reduction because of claims in excess of the cost fund total) no later than October 31. Requests to meet with the Tuition Reimbursement Committee should be filed directly with the Director of tuition as provided aboveHuman Resources no later than November 8 to insure a scheduled date. Approved tuition reimbursements A teacher shall have until no later than November 15 to appeal in person at SEDOL with the Tuition Reimbursement Appeal Committee to the stated amount in the notice. Any appeals filed after November 8 shall be paid to the employee within sixty (60) calendar days deemed untimely and shall be denied, regardless of timely submission to the Employermerit. An employee The Tuition Reimbursement Appeal Committee 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 consist of two (2) consecutive terms of school, members appointed by 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 Union and two (2) terms then members appointed by SEDOL. The Committee shall hear the employee must reapply for tuition reimbursement when attendance resumes. G. When an employee completes an educational program, appeal as soon as possible after it is filed. A majority of the employee Committee shall notify decide the Employer so the Employer can remove the employee’s name from the tuition reimbursement listappeal. If the employee pursues an additional degree then Committee is evenly split, the employee must reapply for tuition reimbursement. H. No more than twenty-five amount of reimbursement in dispute shall be fifty percent (2550%) approved and fifty percent (50%) disallowed. There shall be no further appeal from the decision of the bargaining unit members shall receive tuition reimbursement at any given timeCommittee. If at any time the maximum twenty-five percent (25%) limit appeal process is reachedfollowed, then all subsequent requests for tuition the amount of reimbursement shall not be placed on a waiting list in order subject to the contractual grievance procedure, the SEDOL Chain of Command, nor to appeal through the date of applicationUnion.

Tuition Reimbursement. A. The Employer will reimburse a Section 42.1. Each full-time employee member who is subject to the provisions of this Agreement shall be eligible for a reimbursement of all tuition in courses of instruction voluntarily undertaken by him and subject to the following conditions: A. All courses must be job related as approved by the Safety/Service Director. All courses must be taken during non-scheduled working hours. All scheduled hours for courses of instruction must be filed with the member’s immediate supervisor and with the Safety/Service Director’s office. All scheduled times of courses must be approved by the Safety/Service Director. Any situation, which, in the discretion of the Safety/Service Director, would require an employee’s presence on the job, shall take complete and final precedence over any times scheduled for courses. B. Any financial assistance from any governmental or private agency available to the member, whether or not applied for and regardless of when such assistance may have been received, shall be deducted in the entire amount from the full tuition reimbursement the member is eligible for under this Section. C. The Safety/Service Director shall create and maintain a current list of approved institutions for which reimbursements for tuition may be made under this article. Only those institutions listed by the Safety/Service Director shall establish eligibility of the member to receive reimbursement for tuition. The Chief may submit recommendations of schools. Applications for approval of institutions and courses must be made to the Safety/Service Director’s office not more than thirty (30) calendar days or less than (10) calendar days prior to enrollment. D. No reimbursement will be granted for books, papers, supplies of whatever nature, transportation, meals or any other expense connected with any course except the cost of tuition. E. Reimbursement for tuition in accordance with Regulation 10.12.060 will be made when a member presents an official certificate, diploma, state certification (when applicable) or its equivalent and a receipt of payment from the institution confirming satisfactory completion of all the requirements necessary 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 approvedcertificate, 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 certification, diploma or state educational reimbursement funds that exceed the total tuition for any coursedegree. F. If The City will pay, to an employee receiving tuition reimbursement misses accredited institution approved by the Personnel Committee, up to a maximum of two thousand five hundred dollars ($2,500) per year, per firefighter, if the firefighter has: 1. A grade “C” or better; 2. A passing grade in a pass/fail course; 3. In a “Test Out” course either number (1) or number (2) consecutive terms of school, the Employer above 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 resumesapply. 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 reapply for After receiving tuition reimbursement. H. No more than twenty-five percent (25%) , employees will be expected to repay the City in the following manner if they voluntarily leave the employment of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationCity.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee A teacher who has worked for the cost of tuition in accordance with Regulation 10.12.060 and district 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 least two (2) consecutive terms school years (from the first day for all teachers through the last teachers’ work day on the school calendar) shall be eligible to seek tuition reimbursement (for actual tuition exclusive of schoolfees and expenses related to coursework) if, on the Employer shall send a letter requesting last day of the employee notify tuition reimbursement year (August 31), he/she is employed by the Employer District and has commenced at least his/her third year of whether the employee intends to continue to attend schoolemployment. If the employee does not attend school teacher is beginning his/her third year of employment as of August 31, then at that time he/she may seek reimbursement for courses completed during the following two summer (2) terms i.e., between the last day of the previous school calendar and August 31). If the teacher is beginning his/her fourth or greater year of employment as of August 31, then the employee must reapply he/she may seek reimbursement 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 courses completed any time during the tuition reimbursement listyear (September 1 through August 31). Eligible teachers may seek tuition reimbursement in accordance with the following procedure: 1. A teacher in at least his/her third year of employment must submit the designated tuition reimbursement form for approval of the Superintendent before commencing coursework. Prior approval by the Superintendent is required. After completion of coursework, submit a copy of your grade(s)/hour(s) and a statement indicating amount paid for the course(s). Approval will be granted for coursework in the field of education which: a. Is required by Ohio law for certification renewal. b. Will expand the teacher’s expertise in his/her current field(s) of certification/licensure. c. Courses must be taken at an institution approved by the National Council for Accreditation of Teacher Education. 2. The tuition reimbursement will be provided for all eligible teachers (as defined in Section D, subsection A, above) successfully completing prior approved course work. The yearly tuition fund (B) will be divided among teachers successfully completing course work by using the following tuition reimbursement formula if total staff reimbursement sought is greater than $15,000: Total Reimbursement Fund Total reimbursement may not exceed 100% of tuition costs. If the employee pursues an additional degree total staff reimbursement sought is $15,000 or less, then the employee must reapply teachers will be reimbursed for tuition reimbursementtheir total amount spent. H. No more than twenty-five percent 3. The tuition reimbursement year will run from September 1 to August 31. The completion date of the course will determine the year in which the course was taken. All verified course work taken during that year will constitute total hours taken by teachers in the above formula. Reimbursement will be paid in October to all employees who submit proper verification to the Superintendent which shows successful completion (25%grade “B” or higher) of the bargaining unit members shall receive coursework and proof of actual tuition cost for which reimbursement is being requested. Transcripts and request for reimbursement must be submitted by September 15. B. A maximum of Fifteen Thousand ($15,000) per year will be appropriated for the purposes of tuition reimbursement. In the event that the total value of all tuition reimbursement at requests is less than the Annual Reimbursement Amount, any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationexcess appropriation will lapse.

Tuition Reimbursement. ‌ A. The Employer will reimburse a full-time employee for reimburses tuition and the cost of tuition books and/or e-books to assist employees in obtaining further undergraduate or graduate education in WSP job-related fields so that those employees can use that education to assist the Employer in meeting its mission. Tuition reimbursement will be in accordance with Regulation 10.12.060 and for the cost of books 10.12.060, as long as the subject matter of the specific course or course of study is job-related related, the Chief has determined that the employee’s successful completion of the course of study will further the mission of the WSP, and the tuition costs do not exceed those found at a state universitythe University of Washington. 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, grant, or any other type of monetary college tuition expense assistance from any other source, the total amount of the reimbursement from the Employer, combined with the scholarship, grant, or other tuition expense assistance shall not exceed one hundred percent (100%) of the cost of tuition and bookstuition. C. A satisfactory grade of C or higher or equivalent is required for reimbursement, . The employee must submit documentation as required by Budget 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 Fiscal Services (BFS) with the request for reimbursement request within sixty (60) calendar days of receiving final the school releasing 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 BFS will process tuition reimbursements shall be paid to the employee within sixty (60) calendar days of timely submission to receiving the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed the total tuition for any course.documentation required in Subsection 21.4 C. 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 before 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a Board shall grant tuition reimbursement to each full-time employee for certified employee, who is serving in a certified position. A grade of “C” or better must be achieved to receive the cost reimbursement. The following reimbursement schedule applies to instructors. 1st year No reimbursement 2nd year $500 3rd and 4th years $1,000 5th year and beyond $2,250 Full-time ESP’s shall receive no reimbursement the 1st year of tuition service to the District and five hundred dollars ($500) per year in accordance with Regulation 10.12.060 and for subsequent years. 1. All such reimbursement is subject to the cost of books as long as the subject matter prior approval of the specific Executive Director or designee. 2. Such approval for employees not holding at least a Bachelor’s Degree may be granted for course work deemed beneficial by the Executive Director, in the instructor’s instructional area, or course of study is job-related and pursuant to a degree program previously approved by the tuition costs do not exceed those found at a state universityExecutive Director or designee. The employee course work must receive also be necessary to maintain his/her Provisional Career and Technical Educator License or professional registries required to maintain employment with the employer. 3. Such approval from for employees holding at least a Bachelor’s Degree may be granted for course work necessary to maintain certification, courses deemed beneficial by the Chief prior Director in the instructor’s instructional area, or pursuant to taking a master’s or doctorate program previously approved by the courseDirector or designee. 4. Tuition reimbursement Evidence of successful completion shall be approved for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably deniedin the form of an official transcript. B. If an employee receives a scholarship, the total amount of the 5. Employees requesting 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 Employermust submit official transcripts. “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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members Employees submitting official transcripts shall receive tuition reimbursement at any given time. If at any time the maximum twentywithin forty-five percent (25%45) limit is reached, then all subsequent requests days. 6. Employees employed less than full-time shall receive reimbursement pro-rata based upon the percentage of employment. 7. Employees shall not be eligible for tuition reimbursement for coursework completed while on an approved leave of absence. 8. Horizontal advancement on the salary guidelines (Appendix A1-5) for approved additional education credits shall be placed take place on a waiting list the first payday in order October (retroactive to start of school year) or in February, (retroactive to start of 2nd semester) provided the date of applicationteacher has submitted all necessary documentation to the Director at least ten (10) days prior thereto for October advancement or by February 1 for February advancement.

Tuition Reimbursement. A. The Employer will reimburse a All full-time employee for employees who have completed one or more years of continuous active service prior to the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter date of the specific course start of a course(s) shall be eligible for a reimbursement of instructional fees, books, laboratory fees and general fees of up to four thousand five hundred dollars ($4,500) for undergraduate studies per calendar year; up to five thousand five hundred dollars ($5,500) per calendar year for graduate studies; or course of study up to two thousand dollars ($2,000) for courses for continuing education voluntarily undertaken by the employee which is job-directly related and to the tuition costs do employee's job duties or may lead to career advancement within the City. Reimbursement shall not exceed those found at a state universitycombined total of five thousand five hundred dollars ($5,500) per calendar year for undergraduate and graduate studies. The employee must receive approval from the Chief prior to taking the course. Tuition Such tuition reimbursement shall be approved for all job-related undergraduate and graduate worktaxable if required by law. 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 The tuition reimbursement Interoffice Communication program 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 subject to the following conditions: (A) No employee within sixty (60) calendar days on an unpaid leave of timely submission to the Employer. An employee shall not receive federal absence, unauthorized leave of absence, disability leave 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 reapply injury leave may apply for tuition reimbursement. H. No more than twenty-five percent (25%B) of There must be a correlation between the bargaining unit members shall receive tuition reimbursement at any given time. If at any time employee's duties and responsibilities or courses that may lead to career advancement within the maximum twenty-five percent City and the courses taken or the degree program pursued. (25%C) limit is reached, then all subsequent requests for tuition Tuition reimbursement shall be placed extended to include reimbursement for course fees for continuing education required as a condition of maintaining a license or certification which the employee is required to maintain as a condition of his/her employment as provided in the Civil Service Commission classification specification (for example, law license, CPA, tree trimming license). (D) All undergraduate and graduate courses must not be taken during scheduled working hours. At the discretion of the Appointing Authority, an employee’s work hours may be adjusted to accommodate a course schedule, or in situations where such accommodations cannot be made, leave time may be approved. Continuing education courses may be taken during scheduled working hours with the approval of the Appointing Authority. All scheduled hours for courses of instruction must be filed through the Appointing Authority or his/her designee and forwarded to the Department of Human Resources. All courses are subject to approval by the Department of Human Resources. All scheduled times of courses must be approved by the Appointing Authority or his/her designee. Any situation which, in the discretion of the Appointing Authority or his/her designee, would require an employee's presence on the job shall take complete and final precedence over any time scheduled for courses. (E) Institutions must be located, courses of instruction given or conferences or seminars must be held within Franklin County or adjoining counties. Courses must be taken at accredited colleges, universities, technical and business institutes or at their established extension centers, as accredited by the U.S. Department of Education. Internet courses will be approved on a waiting list case-by-case basis. “Distance learning” and similar fees related to enrollment in order internet courses will not be reimbursed. Seminars, conferences and workshops will only be considered for reimbursement under the provisions of Section 23.1(C). (F) The Director of Human Resources or designee shall determine the approved institutions for which reimbursement for instructional fees and associated fees (general and laboratory) may be made under this Section. Only those institutions approved by the Department of Human Resources shall establish eligibility of the employee to receive reimbursement. Additional institutions may be added by forwarding an application for reimbursement to the Department of Human Resources. Application for approval of institutions and courses must be made to the Department of Human Resources not more than thirty (30) days or less than ten (10) days prior to the first day of the scheduled course(s). (G) Any financial assistance from any governmental or private agency available to an employee, whether or not applied for and regardless of when such assistance may have been received, shall be deducted in the entire amount from the full tuition reimbursement the employee is eligible for under this Section. If an employee's tuition is fully covered by another governmental or private agency, then the employee is not entitled to payment from the City. (H) Reimbursement for instructional fees and associated general, laboratory fees or continuing education fees will be made when the employee satisfactorily completes a course and presents an official certificate or its equivalent and a receipt of payment or the original of the unpaid invoice from the institution confirming completion of the approved course. The employee must submit this documentation within four (4) weeks of the course completion, unless unable to do so through no fault of their own. A deferred payment charge or any other fees associated with an employee’s deferral of tuition payment will not be reimbursed. (I) No reimbursement will be granted for paper, supplies of whatever nature, transportation, meals, or any other expense connected with any course except the cost of instructional fees and associated fees (general and laboratory). (J) The administration of the tuition reimbursement program will require the Director of Human Resources or designee to be responsible for establishing rules, devising forms and keeping records for the program. (K) An employee participating in the tuition reimbursement program who terminates City employment for any reason (other than layoff or death) must repay the tuition reimbursement, paid by the City for courses taken within the following time frames based on the employee's termination date (pay back period to be based on the date the course or semester ended, not the date of applicationpayment by the City): 2 years - undergraduate studies/graduate studies 3 years - X.X./PhD studies Any amounts due to the City under this pay back requirement shall be deducted from the employee's final paycheck. The employee shall make arrangements for payment of any additional balance due with the Department of Human Resources before his/her last day of employment.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee Principal shall be entitled to tuition reimbursement under the terms set forth herein. Eligibility for the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter reimbursement shall be contingent on prior approval of the specific course class or course education program (i.e., Masters of study Special Education) by the Superintendent and when said class or program is job-related in the field of education and provides a benefit to the services provided to the District. The reimbursement amount shall be 75% of the tuition costs do not exceed those found at cost when a state universitygrade of “A” is earned by the Principal and 50% of the tuition cost when a grade of “B” is earned by the Principal (“Reimbursement Rates”). The employee must receive approval from There shall be no reimbursement for any uncompleted class and no reimbursement for any class where a grade lower than a “B” was earned by the Chief prior to taking the coursePrincipal. 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 requests shall be submitted with the reimbursement request within sixty (60) calendar days of receiving receipt of a final grades. D. In grade and shall be accompanied by an official record or records indicating the event the Employer directs an employee to attend any formal training coursecourse taken, the costs of all books grade received 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 said course. In order to be eligible for tuition reimbursement, the Principal agrees that she shall not voluntarily resign her employment with the Board for a period of three (3) years of the conclusion of any school year in which a tuition reimbursement is received. The Principal will execute a separate addendum to this effect upon request for reimbursement. In addition, the Principal agrees to voluntarily execute any and all documents necessary to withhold any amounts due from her final paycheck which become due as provided abovea result of her voluntary resignation within the three (3) year period described in this paragraph. Approved tuition reimbursements Should the Principal refuse to execute such a withholding agreement and/or otherwise fail to repay the District for any reimbursement owed to it by way of this paragraph, she agrees that she shall be liable for any and all costs, including reasonable attorneys’ fees, incurred by the District in instituting any action to recover the amount due hereunder. The reimbursement amount for approved and eligible coursework shall be paid to at 100% of the employee Reimbursement Rate for classes taken within sixty (60) calendar days the last school year, 66% of timely submission to the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed Reimbursement Rate for classes taken within the total tuition for any course. F. If an employee receiving tuition reimbursement misses last 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) years and 33% of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time Reimbursement Rate for classes taken within the maximum twenty-five percent last three (25%3) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationschool years.

Tuition Reimbursement. A. The Employer An annual amount of $7,000 will reimburse be available for tuition reimbursement. To be eligible for tuition reimbursement, the course must be pre approved (Tuition Reimbursement Form, Appendix H-1) and the course must be successfully completed. An approved course shall be defined as one which has been approved by the Superintendent or designee in advance of registration. Successful completion of the course shall be defined as a full-time employee grade B- or higher, or if ungraded, receiving full credit for the cost of tuition in accordance with Regulation 10.12.060 and course. Initial reimbursement for the cost of books as long as the subject matter of the specific an approved course or course of study is job-related and the tuition costs do courses will not exceed those found at a state university$1,000 per unit member. Unit members are not eligible for tuition reimbursement until they have reached the first anniversary of their hire date. The employee must receive steps to follow are: 1. Request approval from the Chief prior Superintendent or designee to taking take a college course that will require reimbursement. Indicate on the form the total cost of the course. 2. Approvals will be granted in the order in which the requests are received. 3. If approved for reimbursement, then the member can register for the course. Tuition reimbursement shall be approved Members can always register for all job-related undergraduate and graduate work. A request courses for tuition shall which they will not be unreasonably deniedrequesting reimbursement. B. If an employee receives a scholarship4. Once the course is completed, the total amount member should present the proof of completion with course grade (B- or higher) and proof of payment for the reimbursement from course to 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 Superintendent or higher or equivalent designee. An official transcript is required for reimbursementproof of completion and grade, and a copy bank statement or credit card statement along with the course invoice are required for proof of payment. 5. The Business Office will then be notified and reimbursement will be processed in the next warrant cycle following the notification. In the event that the $7,000 (and any funds transferred from the Conferences and Workshops account) reimbursement fund has money remaining as of June 1st of the course transcript showing satisfactory completionschool year, the Superintendent's office will notify the unit Chair/Co-Chairs, along with a copy of the unit members who have been approved reimbursement application, a copy of for Tuition Reimbursement in the registration or receipt showing current school year but had already reached 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 $1,000 limit. Remaining funds will be paid by the Employer. “Life experience” credits evenly distributed among these unit members, but no member will be reimbursed on a perfor more than the total cost of their pre-credit basis, not approved course(s). The unit Chair/Co-Chairs or designee can request from the District’s Business Office an accounting of reimbursement activity at any time. The Committee and the bargaining unit will review tuition reimbursement activity in June of each year to exceed determine if the University of Washington tuition rates. E. Once a request annual amount available for tuition reimbursement has been approved, the Employer will reimburse the cost of tuition as provided above. Approved tuition reimbursements shall needs to 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 courseadjusted. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. 14.1 The Employer will reimburse Superintendent shall establish a full-time employee fund in the amount of $15,000.00, which is available for the cost purposes 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 reimbursing the cost of tuition and fees for enrollment in approved courses and seminars leading to a timely degree or certificate or individual courses enhancing an employee’s job performance that have received prior approval of Human Resources. Only employees who have successfully passed their initial probationary period by the payout deadlines are eligible for this fund. According to the purpose of this fund, fees are defined as costs having a direct relationship to the particular course and include only the cost of books, parking and non- expendable course materials. Parking fees are reimbursable at 50% with no other fees reimbursable under this fund. The rules and procedures of the fund are as follows: 1) The fund is for use by permanent classified employees who are employed for 3 1/2 hours per day or more and have an approved plan on file in Human Resources, which will lead to a timely degree or certificate or individual courses that enhance an employee’s job performance. Participants who voluntarily leave the organization prior to the claim period deadline are not eligible for reimbursement. Participants who are promoted within the organization, but to a position outside of the bargaining unit, will only be eligible for reimbursement if they were still employed in their qualifying position two (2) calendar months prior to the claim period deadline. C. A satisfactory grade 2) Request for reimbursement of C or higher or equivalent is required for reimbursement, and a copy tuition costs must be approved in advance of the course transcript showing satisfactory completioncoursework by the supervisor and Human Resources. 3) Reimbursement shall not exceed 50% of tuition costs for approved coursework and 100% for appropriate fees. Payment will be made upon successful completion as demonstrated by a grade card, along with a copy official transcript, or other acceptable method of the verification. 4) Maximum reimbursement per employee for any six-month period shall not be more than $2,000.00 for that period unless all other participants are paid at 100% of their 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. amount. In the event the Employer directs an employee to attend any formal training coursethat all other participants receive 100% of their approved reimbursement amount, the costs employee receiving the maximum of all books $2,000.00 will be eligible to receive the balance in the fund for that period so long as total reimbursement does not exceed 100% of their approved reimbursement amount. No employee shall receive more than 100% of their approved reimbursement amount. 5) To ensure an equitable distribution, claims submitted between August 1 and incidental fees January 31 will be paid by the EmployerApril 1. “Life experience” credits Funds will be reimbursed on a per-credit basisdistributed proportionally among those participating for that time period. Claims submitted between February 1 and July 31 will be paid by October 1. Funds will be distributed proportionally among those participating for that time period. If any participant receives the maximum amount allowed, the remaining funds will be distributed proportionally among those remaining participants for that time period. 6) Reimbursement for the first half of the fiscal year shall not to exceed 1/2 of the fund balance, and the total year shall not exceed the University of Washington tuition ratesentire fund balance. Any funds not expended for the October payout period shall be added to the available amount for the April payout period. Under no circumstances shall any unexpended funds be carried over to a subsequent year. E. Once a request for tuition reimbursement has been approved, the Employer will reimburse the cost 7) No one person can receive more than 1/2 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 coursefund balance during the course of the one fiscal year. F. If an employee receiving tuition reimbursement misses two (2) consecutive terms of school, 8) No requests can be carried over until the Employer shall send a letter requesting next period or the employee notify the Employer of whether the employee intends to continue to attend schoolnext fiscal year. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent All requests for tuition reimbursement shall payments must be placed on a waiting list made in order of the date of applicationtime period for which they occur.

Tuition Reimbursement. A. 1. The Employer Board shall establish, on a fiscal basis, a tuition reimbursement fund of $15,000.00. Certified/licensed teachers may receive tuition reimbursement based upon the language of this provision. a. Tuition applies to coursework taken via an accredited college/university for renewal or upgrade of license/certificate. If any funds are still remaining, then teachers who complete course work not necessary to upgrade or renew their license/certificate will reimburse a full-time employee be compensated using the same formula (not to exceed actual tuition cost). b. Tuition reimbursement will be granted only if the final grade for the cost course is a “B” or higher grade or a “P” in a pass/fail course or an “S” in a satisfactory/unsatisfactory course. c. The amount of tuition a teacher’s reimbursement will be determined by dividing the $15,000.00 fund by the number of semester/quarter hours approved and successfully completed by each certified/licensed teacher who adheres to the language of this provision. d. After the calculation has been performed as stated in accordance with Regulation 10.12.060 and the above item “c”, if the total to be paid is less than Fifteen Thousand Dollars ($15,000.00), the balance remaining (Fifteen thousand less the calculated amount) will be distributed equally to any employee(s) who did not receive the full amount of their requested reimbursement due to the formula calculation. Under no circumstance will the amount reimbursed exceed the amount paid for the cost course(s). e. There will be no rollover of books as long as the subject matter leftover tuition reimbursement funds from one fiscal year to another fiscal year. f. Tuition reimbursement will be made by October 30 of the specific following school year to teachers who are currently employed, including those on approved leave of absence by the Xxxxx Local Board of Education. The teachers must work in Xxxxx Local School District the entire year following receiving reimbursement. If the teacher does not work in Xxxxx Local School District for the entire school year after receiving reimbursement, the Board will deduct such amount from any salary payment to be paid to the teacher. g. Teachers who have been part of a reduction in force action would be reimbursed for the approved course work taken during their last working year at the Xxxxx Local Schools. This would not include work taken during the summer after the teacher has been part of a reduction in force action unless such course(s) is for new certification or course of study is job-related recertification and was requested prior to the tuition costs do Board action initiating a reduction in force. h. Tuition reimbursement will not exceed those found at the actual cost for any given course. 2. To qualify for tuition reimbursement the certified/licensed teacher who is required to file an IPDP must: a. Obtain a state university. The employee must receive approval Tuition Reimbursement Verification Form 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 deniedLPDC. B. If b. Submit an employee receives a scholarshipofficial grade slip or transcript, proof of payment for the course(s), 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 reimbursementTuition Reimbursement Verification Form, and a copy requisition to the Treasurer no later than October 1 of the course transcript showing satisfactory completion, along with a copy of school year following the approved reimbursement application, a copy of school year in which 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 (60course(s) calendar days of receiving final gradeswere taken. D. In the event the Employer directs an employee to attend any formal training course, the costs of all books and incidental fees c. Tuition reimbursement will be paid by October 30 of the Employer. “Life experience” credits will be reimbursed on a per-credit basis, not to exceed school year following the University of Washington tuition ratesschool year in which the course(s) were taken. E. Once a request 3. To qualify for tuition reimbursement has been approvedthe certified/licensed teacher who is not required to file an IPDP must: a. Request tuition reimbursement directly from the Superintendent. b. Submit an official grade slip or transcript, proof of payment for the course(s), the Employer Tuition Reimbursement Verification Form, and a requisition to the Treasurer no later than October 1 of the school year following the school year in which the course(s) were taken. c. Tuition reimbursement 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) by October 30 of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time school year following the maximum twenty-five percent (25%school year in which the course(s) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationwere taken.

Tuition Reimbursement. A. The Employer will reimburse a All full-time employee employees with one or more years of continuous active service shall be eligible for a reimbursement of instructional fees for undergraduate or graduate courses towards a degree or certification, pre-approved by the cost of City and voluntarily undertaken by the employee. The tuition reimbursement program shall be subject to the following conditions: A. All courses must be taken during other than scheduled working hours. Any situation which, in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter discretion of the specific course department head, would require an employee's presence on the job shall take complete and final precedence over any time scheduled for courses. All scheduled hours for courses of instruction must be filed with the Department Head or course of study is job-related his designee. All courses are subject to approval by the Department Head. There must be a direct correlation between the employee's duties and responsibilities and the tuition costs do not exceed those found at a state universitycourses taken or the degree program pursued. The employee must receive approval from City Manager's Office has the Chief prior sole and final discretion to taking the course. Tuition approve or disapprove tuition reimbursement shall be approved for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably deniedrequests. B. Any financial assistance from any governmental or private agency available to an employee, whether or not applied for and regardless of when such assistance may have been received, shall be deducted in the entire amount from the tuition reimbursement the employee is eligible for under this Section. If an employee's tuition is fully covered by another governmental or private agency, then the employee receives is not entitled to any payment from the City. C. Employees seeking authorization of a scholarshiptuition reimbursement must first submit to the department head for review, prior to September 30 of the year preceding when the classes are to be taken, all necessary information pertaining to the proposed course degree to be pursued, the total amount educational institution and the employee's best estimate of courses, cost, dates and times. Courses must be taken at accredited colleges, universities, technical and business institutes or at their established extension centers, and these must first be approved by the City. Seminars, conferences and workshops are not included. D. Reimbursement for tuition will be made when the employee satisfactorily completes (attains at least a grade of "C" or its equivalent for undergraduate work and a grade of at least "B" or its equivalent for graduate work) a course and presents an official certificate or its equivalent and a receipt of payment or a copy of the reimbursement unpaid xxxx from the Employerinstitution confirming completion of the approved course. E. No reimbursement will be granted for paper, combined supplies of whatever nature, transportation, meals, or any other expense connected with the scholarshipany course, shall not exceed one hundred percent (100%) of except the cost of tuition and books.fees as outlined in Paragraph D. C. A satisfactory grade of C or higher or equivalent is required for reimbursement, and a copy of F. Any employee participating in 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 program who resigns (except resignation due to disability), retires (except retirement due to disability), or is discharged for cause must repay the tuition 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 City for courses taken less than two years prior 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationtermination or discharge. If necessary, this amount will be deducted from the employee's terminal leave pay or final paycheck.

Tuition Reimbursement. A. The Employer will reimburse a full-time employee for Teachers who take and satisfactorily complete courses in an area identified by the cost Board of Education as one of special need in the Southington School System shall receive tuition in accordance with Regulation 10.12.060 and for reimbursement within the cost of books as long as the subject matter constraints of the specific course or course Board of study is job-related and the tuition costs do not exceed those found at a state universityEducation's budget. The employee must receive approval from the Chief prior This section shall apply only to taking the course. Tuition reimbursement courses in areas designated as such courses shall be approved for all job-related undergraduate and graduate worksubject to the prior approval of the Superintendent of Schools or his/her designee. A request for Once such approval has been given, tuition shall not reimbursement will be unreasonably deniedmade upon satisfactory completion regardless of the budgetary constraints. B. If an employee receives a scholarshipFor eligible teachers (as described in this section), the Board will provide tuition reimbursement for up to two three-credit graduate level courses taken at an accredited college or university during each fiscal year, subject to a total amount maximum reimbursement of twenty thousand dollars ($20,000) dollars in the reimbursement from aggregate for the Employer, combined with the scholarship, bargaining unit for each fiscal year. The following conditions shall not exceed one hundred percent (100%) of the cost of apply to such reimbursement: 1. In order to be eligible for tuition and books. C. A satisfactory grade of C or higher or equivalent is required for reimbursement, an applicant must hold a Master’s Degree 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 must have been employed by the Employer. “Life experience” credits will be reimbursed on Board as a per-credit basis, not to exceed the University teacher for a minimum 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 complete school years. 2. All courses must be taken in a program approved by the Superintendent of school, the Employer shall send a letter requesting the employee notify the Employer of whether the employee intends to continue to attend schoolSchools or designee. 3. If the employee does not attend school during the following two (2) terms then the employee must reapply An application for tuition reimbursement when attendance resumesmust be submitted in writing to the Superintendent of Schools or designee prior to the start of the course. The application shall include a statement of purpose, description of content, and endorsement of the supervisor to which the applicant is assigned. Applications for summer classes must be submitted by June 1st, applications for fall semester courses must be submitted by August 15th, and applications for spring semester courses must be submitted by January 1st. G. When 4. In order to be eligible for tuition reimbursement, an employee completes an educational programapplicant must earn a grade of B+ or higher in the course. 5. Upon successful completion of the first course, a teacher whose application for reimbursement was pre-approved, shall be reimbursed as follows: (1) the employee cost of the course, subject to a maximum reimbursement of six hundred fifty dollars ($650) for the course. All disbursement of monies for a first course shall notify be made at the Employer so end of the Employer can remove school year. At the employee’s name from end of the school year, any remaining balance in the tuition reimbursement list. If account will be distributed among all eligible and approved applicants who completed a second course, subject to a maximum reimbursement of six hundred fifty dollars ($650) for the employee pursues an additional degree then the employee must reapply for tuition reimbursementcourse. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse Subject to annual appropriations and budgetary constraints, the Board shall annually set aside a full-time employee total sum of Two Thousand Five Hundred Dollars ($2500.00) to be distributed among members of Local 1579 for educational course work. Bargaining unit members who meet the following conditions shall receive reimbursement for the cost of tuition taking up to a maximum of three (3) associate’s degree, bachelor level courses, or other masters/advanced degree courses that meet the below criteria, per year at a maximum reimbursement rate of $250 per course. 1. Courses must be educationally and/or job related and approved in accordance with Regulation 10.12.060 and advance by the Superintendent of Schools or designee. Courses must be taken at an accredited educational institution. 2. The Bargaining unit member must obtain a C+ (or equivalent) or better. 3. Application for reimbursement must be made by May 15 for courses which commenced on or after June 1st the cost of books as long as the subject matter previous year. Reimbursements shall be paid by June 30th of the specific school year in which the course or course of study is job-related and the tuition costs do not exceed those found at a state universitywas completed. 4. The employee must receive approval from Board is under no obligation to expend 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 deniedentire budgeted amount in any contract year. 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. 5. In the event applications for course reimbursement exceed the Employer directs an employee to attend any formal training coursedesignated funds, the costs of all books and incidental fees course reimbursement rate will be paid by equal to the Employer. “Life experience” credits will be reimbursed on a per-credit basistotal fund, not to exceed an annual total fund of Two Thousand Five Hundred Dollars ($2,500.00), divided by the University total number of Washington tuition rates. E. Once a request courses eligible for reimbursement. Bargaining unit members shall be eligible for tuition reimbursement has been approved, as set forth in this Article provided that they agree to remain employed by 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 Board for any course. F. If an employee receiving tuition reimbursement misses at least two (2) consecutive terms full school years following the payment of schoolany such reimbursement, and provided further that they actually remain employed by 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 Board for at least two (2) terms then school years following the employee must reapply for tuition reimbursement when attendance resumes. G. When an employee completes an educational program, payment of any such reimbursement. Such agreements shall be executed in writing on forms provided by the employee shall notify Board. In the Employer so event that such bargaining unit member separates from employment by the Employer can remove Board prior to the employee’s name from expiration of such two (2) year period (other than involuntary separation initiated by the tuition reimbursement list. If the employee pursues an additional degree then the employee must reapply for tuition reimbursement. H. No more than twenty-five percent (25%Board) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement member shall be placed on a waiting list in order required to repay to the Board the full amount of any such reimbursement paid by the date Board at the time of applicationseparation.

Tuition Reimbursement. A. The Employer 1. All courses submitted for tuition reimbursement should be reflected on the Course Approval Form on file with the Human Resource Department. If a Track Advancement Form is submitted, all courses should also be reflected on that application. Refer to the Continuing Education Packet and/or Policy and Regulation 4505 for additional information regarding Course Approval and Track Advancement guidelines. 2. After approval is granted for the Course Approval Form, registration for the course should be completed. After the completion of the course, the following items must be submitted to the Human Resource Department: a) Tuition Reimbursement Form b) Grade Sheet c) Receipt/Proof of Payment 3. Eligible course work is to be completed by May 31st of each school year. Any course work completed after May 31st will reimburse be eligible for tuition reimbursement the following school year. 4. Tuition reimbursement forms and related information must be received by the Human Resource Department no later than May 31st of each school year. 5. Regular courses will be reimbursed at a full-time employee maximum rate of $100 per credit hour with a maximum per school year of six (6) credit hours. Critical need areas (as determined by DESE every school year and posted on the web site) will be reimbursed at a maximum rate of $200 per credit hour with a maximum per school year of six (6) credit hours. In order to be considered for reimbursement for critical needs courses, an approved program of studies leading to certification in a critical needs area must be on file with the Human Resource Department. 6. Reimbursement is for the cost of tuition in accordance with Regulation 10.12.060 credit hours only. Additional fees and expenses charged by colleges/universities (which may include but are not limited to lab fees, technology fees, parking fees, application fees, books and supplies) are not eligible for reimbursement. Itemized receipts detailing all applicable expenses for each course being submitted for reimbursement will be necessary for approval. 7. Under no circumstances shall an employee be reimbursed for more than the actual 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 taking a state university. The employee must receive approval from the Chief prior to taking the course. 8. Tuition reimbursement shall may be approved for all job-related undergraduate and graduate workprovided to eligible employees currently in the maximum track on the salary schedule. 9. 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 at least a B must be earned 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 reapply for track advancement and/or tuition reimbursement. H. No more than twenty-five percent (25%) 10. Applications will be processed according to the availability of the bargaining unit members shall receive tuition reimbursement at any given timefunds. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall exceed the budgeted amount, payments will be placed on a waiting list prorated accordingly. 11. Employees must be under contract for the following school year in order of to receive this benefit. If an employee is released from their contract after receiving reimbursement, the date of applicationemployee must repay the District the amount reimbursed. 12. Tuition reimbursement payments will be made every June to qualified applicants.

Tuition Reimbursement. A. The Employer will County may reimburse a fullunit member for tuition and related fees paid for taking courses of study in an off-time employee for the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as duty status if the subject matter content of the specific course is closely related to the unit member's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Department Director with concurrence of the County Manager. There must be a reasonable expectation that the unit member'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 is jobfor a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above-related and the tuition costs do not exceed those found at a state universitydescribed criteria. The employee unit member must receive both begin and successfully complete the course while employed by the County. The unit member must submit an application on the prescribed form to his/her department head giving all information needed for an evaluation of the request. The department head shall recommend approval from or disapproval and forward the Chief prior request to taking the Human Resources Department Director whose decision shall be final. In order to be reimbursed, the unit member's application must have been approved before enrolling in the course. Tuition reimbursement shall If a course is approved and later found to be unavailable, a substitute course may be approved for all job-related undergraduate and graduate workafter enrollment. A Upon completion of the course, the unit member must submit to the Human Resources Department 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 accompanied by a copy of the course transcript showing satisfactory school grade report or a certificate of completion. The Human Resources Department shall, along with a copy of if the approved reimbursement application, a copy of unit member satisfactorily completes 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, forward it to the Controller for payment. Reimbursement may include the costs of all books tuition and incidental fees will be paid by the Employerrelated fees. “Life experience” credits will be reimbursed on a per-credit basisEffective July 1, not to exceed the University of Washington tuition rates. E. Once a request for tuition reimbursement has been approved2007, the Employer County will reimburse up to $25.00 per course for books under conditions specified in the cost of tuition as provided aboveTuition Reimbursement Program. Approved tuition reimbursements shall Reimbursement for books will only be paid to the employee within sixty (60) calendar days of timely submission to the Employer. An employee shall not receive federal made for community college, undergraduate level or state educational reimbursement funds that exceed the total tuition for any coursegraduate level courses. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse Written approval prior to a full-time employee course being taken is required for all tuition reimbursement. Tuition shall be reimbursed under this Article for graduate level coursework directly related to the cost of tuition in accordance with Regulation 10.12.060 and employee’s current teaching assignment or current TSPC endorsement area. Tuition for graduate level coursework may also be reimbursed under this Article at the cost of books as long as the subject matter discretion of the specific course District for courses that satisfy any TSPC licensing requirement or course of study is job-related and where the District determines that graduate level coursework supports current or anticipated teaching needs. B. The due date for applications for 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 the due date for all job-related undergraduate and graduate worksubmission of proof of coursework for advancement on the salary schedule. A request Application for tuition reimbursement must be submitted to the District Office no later than the next Due Date following coursework completion and issuance of grades. Coursework completed prior to July 1, 2000 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 reapply eligible for tuition reimbursement. H. No more than twentyC. Application for pre-five percent approval of coursework must be submitted to the building principal prior to enrollment in the course(s). The building principal will review the application and render a decision within ten (25%10) working days. If the application is denied, the employee may appeal the denial to the superintendent for reconsideration any time prior to completion of the bargaining unit members course(s) or the tuition reimbursement application due date, whichever is earlier. D. Tuition shall be reimbursed at actual cost, up to the average cost per graduate credit in the Oregon university system of higher education, subject to the maximum District obligation. If the amount of tuition reimbursement applied for in a given year exceeds the District's maximum obligation, reimbursement will be disbursed pro rata based on the total number of credit hours submitted. Disbursement shall only be made to District employees. E. The District's maximum obligation shall be $50,000 for eligible applications submitted by the Due Date in each year of this agreement. F. Applications for reimbursement for non-graduate level coursework, workshops, seminars, conferences, inservice training sessions or such other sessions that an employee requests or may be required or requested to take, must be pre-approved by the District superintendent. The amount of cost that will be reimbursed will be determined at the time approval is made by the District superintendent. Employees must return to Xxxxx County School District the following school year to be eligible to receive the reimbursement. G. Notwithstanding the forgoing A through F paragraphs, an employee is required to submit an approved tuition reimbursement professional growth request form together with an official grade report and a receipt showing payment for the class or classes for which reimbursement is being sought on or before October 1 of the year in which the class was taken in order to be eligible for tuition reimbursement. Failure to submit above reference documents shall result in the employee not being eligible for tuition reimbursement as provided in this Article 15. However, if an employee submits the above referenced documents on or before October 1 of the year in which the class was taken, the amount of reimbursement to which the employee is entitled, as provided for in Article 15, shall be paid on or before October 31. H. Advancement on the salary schedule will occur on October 31 after the employee submits an official transcript for credits that have been submitted and validated by the District on or before September 30 of the same year. I. The District and the Association encourage licensed staff to seek National Board Certification and therefore a licensed employee may take courses for credit and receive tuition reimbursement at any given timein accordance with Article 15. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for A licensed employee may receive tuition reimbursement shall be placed on a waiting list in order for the National Board Certification Test prep course, one time only for each component of the date test. The District may provide a substitute teacher to cover an employee’s class in the event the employee is taking a National Board Certification Test during the school year. This benefit will be provided once for each component of applicationthe certification testing. However, the provisions for a substitute and reimbursement of test prep courses and test registration as set forth above shall only be available for the purposes of first-time: 1) prep course, and 2) test taking, and shall not be available for re-takes in the even that the employee does not receive a passing score on the first attempt. All components of tuition reimbursement including proration are applicable to National Board Certification courses and testing.

Tuition Reimbursement. A. The Employer Committee encourages professional development within the staff and recognizes this achievement through the salary schedule and by means of reimbursements for all or a portion of certain tuition costs subject to the following condition. a. Teachers will reimburse be eligible for not more than two, four (4) semester hour courses (or their equivalent) per contract year, up to a full-limit of $125 per credit hour with a maximum of $500 per year. Reimbursement will be subject to the further limitation that a grade of B must be achieved. If a teacher receives a grade of less than a B and still feels that reimbursement is justified, he/she may make an appeal to the Superintendent, who then has the right to waive this restriction after review. b. Normally, no more than one reimbursed course may be taken at any one time employee during the period when school is in session, but the Superintendent may waive this restriction. c. The teacher will pay the tuition fees himself/herself and apply for reimbursement by submitting evidence that he/she has successfully passed the cost of tuition in accordance with Regulation 10.12.060 course and for the cost of books as long as the subject matter by submitting a receipted copy of the specific course or course tuition xxxx. d. The School Committee will budget annually the sum of study is job-related and $30,000 to fund the tuition costs do not exceed those found at a state university. The employee must receive approval from the Chief prior reimbursement program referred to taking the courseabove. Tuition reimbursement shall funds will be approved for all job-related undergraduate disbursed in two equal portions to coincide with two semester courses at most colleges and graduate work. A request universities. e. To be eligible for tuition shall not reimbursement, a teacher to the best of his/her knowledge and intent, should be unreasonably deniedplanning to continue on the staff for the next full school year following the semester when the course is taken. 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 f. Each year by the Employer. “Life experience” credits will be reimbursed on a per-credit basis, not to exceed last Monday before 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 last full week of school, the Employer Superintendent shall send provide the President of the Association with a letter requesting the employee notify the Employer complete statement of whether the employee intends to continue to attend schooltuition reimbursement payments. If the employee does not attend school during the following two (Said statement shall include: 1) names of teachers receiving reimbursement; 2) terms then the employee must reapply for tuition where teachers took each course; 3) how much reimbursement, per course, each teacher received; and 4) a list of those teachers that did not receive reimbursement when attendance resumesby amount and school. G. When an employee completes an educational program, g. Professional status teachers who are laid off will upon recall have rights to course reimbursement subject to the employee shall notify the Employer so the Employer can remove the employee’s name funds available stipulated above for two years from the tuition reimbursement list. If the employee pursues an additional degree then the employee must reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationlayoff with the requirement that their program of study is approved by the Superintendent and relates fairly directly to their anticipated teaching responsibilities upon recall. If employed by another school system, this section would not apply.

Tuition Reimbursement. A. Employees of the Village may enroll in job-related undergraduate college, university or technical school courses or participate in other types of studies on non-work time which will have the effect of improving their occupational skills. Tuition reimbursement in an approved course of study is limited to a maximum of six (6) credit hours per semester. The Employer will reimburse retains the discretion to approve or deny any request for tuition reimbursement by an employee. In order for an employee to be eligible to seek tuition reimbursement, the employee shall: 1. Complete a request for tuition reimbursement form supplied by the Village and submit it to the employee's department or division head before enrolling in the course; 2. Obtain tuition reimbursement approval from the employee's department/division head and from the Village Manager before enrolling in the course; 3. Successfully complete the course with a grade of "C" or better; 4. Submit to the Finance Department proof of satisfactory course completion and proof of amounts actually expended for tuition; and 5. Have been classified as a full-time employee of the Village regularly working forty (40) hours or more per week for a period of at least one (1) year. If other funds or grants for tuition reimbursement or payment are available, then an employee shall apply for such funds before requesting reimbursement from the Employer. If such funds are received by the employee, but do not cover the entire cost of the tuition, then subject to the other provisions of this Section, the Employer may reimburse the employee for the cost of tuition in accordance with Regulation 10.12.060 difference. Books, fees 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 other charges shall be approved for all job-related undergraduate and graduate workpaid by the employee. A request for tuition shall not be unreasonably denied. B. If an employee receives terminates his employment with the Village less than two (2) years after completing a scholarship, the total amount of the course and receiving any tuition 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 then 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 may deduct the tuition reimbursement list. If (or a portion thereof) from the employee pursues an additional degree then the employee must reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall employee's final paycheck or take such other steps as may be placed on a waiting list necessary in order to obtain the repayment of tuition monies reimbursement previously provided to the date of applicationemployee.

Tuition Reimbursement. A. 1. A member of the unit under contract to the Paterson School District who earns additional semester credits in courses related to education which are approved by the State District Superintendent will be reimbursed for tuition at the Rutgers New Jersey State University rate for a maximum of three (3) courses or nine (9) credits per contract year which may be prorated based upon the percentage of time that the member spends in the Paterson School System in any on fiscal year as established in the guidelines below. The Employer will last day of the semester shall determine in which fiscal year the tuition would qualify for reimbursement. 2. In order to be eligible for tuition reimbursement for such approved courses, the course must be in the field of education of the member's certification or a course to obtain additional certification, unless it is part of an educational degree program, or unless this provision is waived by the State Superintendent. Additionally, the course must be taken at an accredited college or university. 3. The intent of this provision is to reimburse tuition costs for graduate courses in the areas noted above except that undergraduate courses taken within the area of a full-time employee member's certification to obtain additional certification or in the area of an educational degree program may be taken, and the graduate course requirement shall be waived, by authorization and approval of the State District Superintendent of Schools. 4. A grade of "B" must be achieved in each course in order for the cost course to be reimbursable. 5. In the case of tuition in accordance with Regulation 10.12.060 a degree program, the individual college’s requirements for passing shall govern and for if 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 teacher receives credit from the Chief prior college, the costs of tuition, subject to taking the courseabove limitation shall be reimbursable. 6. Tuition For courses taken, 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 receipt of all books transcript and incidental fees will be paid by the Employer. “Life experience” credits summer courses 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 provided the member returns to the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed the total tuition for any courseDistrict. F. If an employee receiving tuition 7. Procedural guidelines for the submission of reimbursement misses two (2) consecutive terms claims shall be established by the State District Superintendent of school, Schools in conjunction with 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 resumesAssociation. G. When an employee completes an educational program, 8. The parties agree that the employee shall notify amount of money expended by 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests District for tuition reimbursement shall be placed on a waiting list in order deducted from the total District allotment of $250,000 for all bargaining units. The Association will be allotted approximately 10% of the date total amount. 9. The parties also agree that should the State College tuition rate be increased or decreased the amount of applicationmoney to be expended by the District shall be increased or decreased by that same percentage.

Tuition Reimbursement. A. The Employer Board shall appropriate $8,000 each year in its operating budget to be used to pay a bargaining unit member’s tuition for coursework which satisfies all of the following conditions: • Coursework or a program of study must be pertinent to the needs of the College and/or duties of the employee. The coursework or program of study must be taken at an accredited institution of higher education. The coursework must provide the employee with additional areas of competence. Employees have the option to receive prior approval of coursework by completing the Tuition Reimbursement Application and submitting it to the Supervisor for their signature before registering for courses that will reimburse a full-time employee be submitted for tuition reimbursement when they are completed. • All coursework applied for under the Tuition Reimbursement Guidelines must normally be taken outside of regular work hours on the employee’s own time. However, courses may be authorized during normal working hours if approved in writing by the immediate supervisor and the appropriate member of Chancellor’s Cabinet. • Reimbursement for certified classes offered by Local 324 Stationary Engineer Training Center would be the actual 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/class up to $400 per course/class up to a maximum reimbursement of $3,000 per fiscal year. Tuition reimbursement shall be approved for all job-related undergraduate and graduate work. A request • Reimbursement is for tuition shall and fees but does not be unreasonably denied. B. If an employee receives include reimbursement for books or any other related expenses. • Employees applying for tuition reimbursement must provide to the Vice Chancellor for Human Resources 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 completed 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 completed check request, an official grade report/or copy and receipt for tuition and fees paid in order to receive any reimbursement under their plan of work. Such courses must have grade(s) of a “B” or higher and the registration courses must be completed within the academic year. • Incomplete (“I”) grades must be made up within the same or receipt showing following academic year in order to receive reimbursement. Incomplete grades not made up in the amount paid, and a taxability of tuition same or following academic year shall not be eligible for 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 Employerin future years. “Life experience” credits • Continuing education courses will be reimbursed on only if a per-credit basis, not to exceed the University of Washington tuition rates. E. Once a request for grade is awarded. The tuition reimbursement has been approved, period will be for the Employer will reimburse the cost fiscal year (July 1 to June 30). The maximum total of tuition as provided above. Approved tuition reimbursements shall be and fees paid to the employee within sixty (60) calendar days any individual will be $400 per credit hour or up to a maximum 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$3,000 per fiscal year. If tuition and fees are less than $400 per credit hour, reimbursement will be for the employee does amount of the actual receipt. Courses at other colleges and universities that are equivalent to Oakland Community College classes are 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 reapply eligible for tuition reimbursement. H. No more than twenty-five percent . Receipts and official/or copy of grade report with check request must be submitted within thirty (25%30) days of course completion. Wherein possible, reimbursement will be made twenty (20) days following submission of official grade report/or copy and valid tuition receipt. Each employee will receive, in full, their requested tuition and fee reimbursement amounts according to the bargaining unit members shall receive tuition reimbursement at any given time. If at any time guidelines listed above and subject to the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationfees shown above.

Tuition Reimbursement. A. The Employer will reimburse a a. A full-time time, non-probationary GESSA employee may be reimbursed for courses successfully completed, subject to the cost following provisions. b. A GESSA employee who was hired before July 1, 2000, may be reimbursed for tuition up to $450.00 per year of this Agreement. c. A GESSA employee who was hired beginning July 1, 2000, may be reimbursed for tuition at the rate of up to $120.00 per semester hours, up to a maximum of twelve (12) semester hours per year. For such GESSA employee, tuition reimbursement is limited to four (4) semester hours per non-summer term and no more than twelve (12) semester hours per year. d. In order to receive reimbursement, the GESSA employee shall obtain, in accordance with Regulation 10.12.060 advance of starting courses, the endorsement of his/her supervisor and for the cost of books as long as the subject matter approval 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 Assistant Superintendent for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably denied.Human Resources, as follows: 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests i. Application forms for tuition reimbursement shall be placed on a waiting list in order completed by the GESSA employee and provided to his/her supervisor for endorsement. The supervisor may endorse or reject the application. If the application is rejected, the supervisor will provide the employee with an explanation. This provision shall not be subject to the grievance procedure. ii. If the supervisor endorses the application, the application shall be forwarded to the Assistant Superintendent for Human Resources for consideration. The Assistant Superintendent for Human Resources may approve or reject the application. If the application is rejected, the Assistant Superintendent for Human Resources will provide the employee with an explanation. This provision shall not be subject to the grievance procedure. iii. A copy of the date application form specifying the action taken by the Assistant Superintendent for Human Resources will be returned to the supervisor and the GESSA employee. The original application form will be placed in the GESSA employee’s personnel file. iv. In order to receive the tuition reimbursement, the GESSA employee shall present the human resources office with a paid receipt showing the amount of applicationtuition paid by the employee and a university transcript indicating successful completion of the course. Successful completion shall be defined as receiving a grade of “A” or “B” in the course.

Tuition Reimbursement. A. The Employer will reimburse a full-time 1. In order to improve the working knowledge of its employees, the Authority agrees to make reimbursements of reasonable tuition, books and standard fees to employees under the following circumstances: (a) An employee for shall first provide to the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter Executive Director of the specific Authority information about the course or course of study is job-courses desired to be taken, prior to registration. These courses must be job related and of a beneficial nature to the tuition costs do not exceed those found at a state universityAuthority. This information shall be submitted to the Executive Director for his/her approval or denial. The employee must receive approval from decision of the Chief prior to taking the course. Tuition reimbursement shall be approved for all job-related undergraduate and graduate work. A request for tuition Executive Director shall not be unreasonably deniedthe subject of a grievance. B. If an employee receives a scholarship(b) Thereafter, upon admission to the course, the total amount employee shall bring receipts of payment or suitable proof of payment arrangements to the Executive Director. One-half (1/2) of these costs shall then be reimbursed to the employee. (c) Upon satisfactory completion of the reimbursement from course or courses, the Employeremployee shall submit a transcript of his/her grades, combined with the scholarship, shall not exceed one hundred percent (100%) of the cost record of tuition and books. C. A satisfactory grade of C or higher or equivalent is required textbook payments with his/her request for reimbursement, and a copy . The remaining one-half 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 costs shall be submitted with the reimbursement request within sixty (60) calendar days of receiving final grades. D. reimbursed as soon as practicable thereafter. In the event the Employer directs an employee to attend any formal training coursedoes not submit a transcript of his/her grades showing satisfactory completion of a course or courses, 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 be entitled to balance of costs and shall reimburse the total Sewerage Authority for tuition for any courseadvanced by reasonable deductions from future bi-weekly salary by Sewerage Authority. F. If an 2. Recognizing the benefit to both the Authority and the employee receiving tuition reimbursement misses two it has been agreed to establish a “Wastewater Maintenance Technician Program” in connection with the Monmouth County Vocational School District and the United States Department of Labor, hereinafter referred to as MCVSD and USDOL respectively. (2a) consecutive terms of schoolThe apprenticeship program shall be a four-year cooperative effort between the aforementioned agencies, the Employer Authority and the selected employee(s), culminating with the successful employee(s) being certified as a Wastewater Maintenance Technician. (b) Employees interested in participating in the program shall send submit a letter requesting written request to the Superintendent for ultimate approval or denial by the Executive Director. The decision of the Executive Director shall be binding and not be the subject of a grievance. The Authority reserves the right to limit the number of employees participating in the program at any one time and to also have the final decision in the individual employee’s course selection(s). Course selections shall be a minimum of four, as outlined by the USDOL guidelines, including but not limited to, Electrical, Mechanical, Welding, Tool and Die, H.V.A.C. and others. (c) Subsequent to receiving authorization to enter the program the employee notify shall be reimbursed for tuition cost as provided for in Article XXII, paragraph 1(b), and 1(c), of this Agreement. (d) Nothing contained in the Employer USDOL and/or MCVSD procedures and/or guidelines shall be construed to be, by the Authority and/or the employee, an addendum to this contract, and that all of whether its provisions remain intact and enforceable. (e) Upon successful completion of the Apprenticeship Program and 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 programproviding proof of Certification as a Wastewater Maintenance Technician, 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 reapply may be entitled to incentive pays as provided for tuition reimbursementunder Article XXXII of this Agreement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will Board shall reimburse a full-time employee certificated employees for tuition paid to an accredited college or university for coursework directly related to the employee’s area of responsibility or to the employee’s Individual Professional Development Plan (IPDP). The Board shall establish a separate account for the cost purposes of tuition reimbursement for full-time certificated employees. The Board shall place $27,000 in said account for each year of this agreement. The balance will be zeroed out after annual disbursements are made. Application for reimbursement must be made to the Treasurer by September 1, for course work completed between July 1 and June 30 of the previous school year. The Treasurer shall tally the dollar amount requested and the number of semester hours completed for all requests. Quarter hours shall be converted to semester hours in accordance with Regulation 10.12.060 and for established practice. If 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 total requested sum does 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 funds in the account, all requests that meet the terms 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 this article will be paid by fully reimbursed. If the Employer. “Life experience” credits will total requested sum exceeds the total funds in the account, requests shall be reimbursed on a per-credit basis, not to exceed prorated basis based on the University number of Washington tuition ratessemester hours taken. E. Once a request A. To be eligible for reimbursement the employee must meet the following qualifications: a. Must be employed full time and in good standing on September 1, for coursework completed between July 1 and June 30 of the previous school year. b. Application for tuition reimbursement has been must be made during the regular school year through employee’s supervisor and approved by the Treasurer prior to the first class meeting. c. Coursework must be from an accredited college or university. d. Coursework must be directly related to the employee’s area of responsibility or to the employee’s Individual Professional Development Plan (IPDP). e. Provide the Treasurer with an official transcript substantiating course completion and final grade of A, B, or equivalent. f. If the course is pass/fail, transcript must substantiate course was passed and a letter from the instructor/professor must be presented confirming a level of achievement of “B” or above work. g. No reimbursement shall be provided for audited course work. h. Provide the Treasurer with appropriate receipt documenting paid for course work. The Treasurer shall provide written approval/disapproval to the applicant no later than twenty (20) workdays after receipt of the application. If the application is not approved, the Employer will reimburse Treasurer shall include reasons for the cost disapproval. The decision of tuition as provided above. Approved tuition reimbursements the Treasurer shall be paid final and binding and shall not be subject to the employee within sixty (60) calendar days of timely submission grievance procedure. A single reimbursement payment for the entire year will be made to the Employerstaff member on the first regular pay in October. An employee shall not receive federal or state educational The maximum annual 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement staff member shall be placed on a waiting list in order of the date of application$2,000. Reimbursement shall be treated as income and shall be subject to taxation as required by IRS regulations.

Tuition Reimbursement. A. The Employer District will reimburse fund a full-time employee tuition reimbursement pool of fifty thousand dollars ($50,000.00) maximum for each school year of this Agreement. Any unused dollars remaining in each school year pool will not roll forward to the subsequent school year pool. a) All coursework must be preapproved by the Superintendent prior to the commencement of such work in order to qualify for tuition reimbursement under this Section. Approval shall be granted only for coursework in Early Childhood through Middle School education which supports the curriculum and instructional goals of the District as determined by the Superintendent. b) All approved requests will be combined to determine the total tuition reimbursement requested for the cost school year. c) If the reimbursement amount requested does not exceed the pool allocation allotted for the school year, each applicant will be reimbursed at 100% 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 deniedcosts. B. d) If an employee receives a scholarship, the total amount requested exceeds the pool allocation allotted for the school year, each applicant will receive a portion of the reimbursement from the Employer, combined pool commensurate with the scholarship, shall not exceed one hundred percent (100%) their percentage of the cost of tuition and bookstotal reimbursement requested. C. A satisfactory e) In order to receive reimbursement for coursework completed during a school year (July 1 through June 30) certified staff members must submit a paid receipt and grade report that indicates the course(s) have been successfully completed with a final grade of C “B” or higher or equivalent is required for better by June 15th. In order to receive reimbursement, and a copy of the course transcript showing satisfactory completioncertified staff member must continue to work in the District for one work year (180 working days) after the requested tuition reimbursement, along with a copy of unless the approved reimbursement applicationcertified staff member is non-renewed or has his/her employment terminated, 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 otherwise agreed to attend any formal training course, the costs of all books and incidental fees will be paid by the EmployerBoard. “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 The Board will reimburse the cost of tuition as provided above. Approved tuition reimbursements shall be paid to certified staff member in 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 year 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) completion of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationcoursework by September 15th.

Tuition Reimbursement. A. The Employer Bargaining unit members who wish to take enrichment courses in subject areas which they are teaching, may apply for tuition reimbursement from the Board of Education. Only graduate level credits which are earned from accredited institutions will reimburse a full-time employee for the cost be accepted. Earned grades of "B" or higher or "P" (Pass/Fail) must be presented in order to be eligible. Applications and all required accompanying documentation, including proof of tuition in accordance with Regulation 10.12.060 and paid, shall be submitted by June 30 for courses completed during the cost of books as long as the subject matter July 1 to June 30 timeframe of the specific course same year and reimbursements will be paid out by the end of August. B. A purchase order for reimbursement issued to the unit member will establish eligibility of funds for reimbursement. A warrant for payment will be issued upon receipt of grades, credits, and an oral or course written report of study is job-related and the tuition costs do not exceed those found at a state university. The employee must receive approval benefits earned 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 In order to encourage an equitable access to reimbursement, the Board will assemble a list of C or higher or equivalent is required unit members who wish to be considered for reimbursement. No unit member will be eligible for reimbursement of over seven (7) semester hours or ten and one half (10½) quarter hours per calendar year. D. A total of thirty thousand dollars ($30,000) annually shall be set aside for each fiscal year beginning in July. If any funds remain from the previous year, and a copy they shall be rolled over into the next year. Reimbursement shall be made to each unit member at the end of the course transcript showing satisfactory completion, along with fiscal year and shall be based on a copy division of the total funds available by the number of the approved unit members. In no case shall the amount of reimbursement application, a copy to the unit member exceed the actual cost 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 ratesapproved coursework. E. Once The Superintendent may use his/her discretion to decide reimbursement eligibility. The Superintendent/designee could consider eligibility of a request for tuition reimbursement has been approvedteacher wishing to take courses designed to improve his/her classroom/environment or courses in subject areas which he/she is certified, 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 coursewell as courses in subject areas which he/she is currently teaching. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer Professional Staff Fringe Benefits are outlined in Policy and Regulation 4540. 1. All courses submitted for tuition reimbursement should be reflected on the Course Approval Form on file with the Human Resource Department. If a Track Advancement Form is submitted, all courses should also be reflected on that application. Refer to the Continuing Education Packet and/or Policy and Regulation 4505 for additional information regarding Course Approval and Track Advancement guidelines. 2. After approval is granted for the Course Approval Form, registration for the course should be completed. After the completion of the course, the following items must be submitted to the Human Resource Department: a. Tuition Reimbursement Form b. Grade Sheet c. Receipt/Proof of Payment 3. Eligible course work is to be completed by May 31 of each school year. Any course work completed after May 31 will reimburse be eligible for tuition reimbursement the following school year. a. Tuition reimbursement forms and related information must be received by the Human Resource Department no later than May 31st of each school year. 4. Regular courses will be reimbursed at a full-time employee maximum rate of $100 per credit hour with a maximum per school year of six (6) credit hours. Critical need areas (as determined by DESE every school year and posted on the web site) will be reimbursed at a maximum rate of $200 per credit hour with a maximum per school year of six (6) credit hours. In order to be considered for reimbursement for critical needs courses, an approved program of studies leading to certification in a critical needs area must be on file with the Human Resource Department. 5. Reimbursement is for the cost of tuition in accordance with Regulation 10.12.060 credit hours only. Additional fees and expenses charged by colleges/universities (which may include but are not limited to lab fees, technology fees, parking fees, application fees, books and supplies) are not eligible for reimbursement. Itemized receipts detailing all applicable expenses for each course being submitted for reimbursement will be necessary for approval. 6. Under no circumstances shall an employee be reimbursed for more than the actual 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 taking a state university. The employee must receive approval from the Chief prior to taking the course. Tuition reimbursement shall may be approved for all job-related undergraduate and graduate workprovided to eligible employees currently in the maximum track on the salary schedule. 7. 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 at least a B must be earned 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 reapply for track advancement and/or tuition reimbursement. H. No more than twenty-five percent (25%) 8. Applications will be processed according to the availability of the bargaining unit members shall receive tuition reimbursement at any given timefunds. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall exceeds the budgeted amount, payments will be placed on a waiting list prorated accordingly. 9. Employees must be under contract for the following school year in order of to receive this benefit. 10. If an employee is released from their contract after receiving reimbursement, the date of applicationemployee must repay the District the amount reimbursed. 11. Tuition reimbursement payments will be made every June to qualified applicants.

Tuition Reimbursement. A. The Employer will reimburse a All full-time employee for employees who have completed one or more years of continuous active service prior to the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter date of the specific course start of a course(s) shall be eligible for a reimbursement of instructional fees, laboratory fees and general fees of up to four thousand five hundred dollars ($4,500) for undergraduate studies per calendar year; up to five thousand five hundred dollars ($5,500) per calendar year for graduate studies; or course of study up to two thousand dollars ($2,000) for courses for continuing education voluntarily undertaken by the employee which is job-directly related and to the employee's job duties. Such 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 worktaxable if required by law. 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 The tuition reimbursement Interoffice Communication program 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 subject to the following conditions: (A) No employee within sixty (60) calendar days on an unpaid leave of timely submission to the Employer. An employee shall not receive federal absence, unauthorized leave of absence, disability leave 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 reapply injury leave may apply for tuition reimbursement. H. No more than twenty-five percent (25%B) of There must be a correlation between the bargaining unit members shall receive tuition reimbursement at any given time. If at any time employee's duties and responsibilities or courses that may lead to career advancement within the maximum twenty-five percent City and the courses taken or the degree program pursued. (25%C) limit is reached, then all subsequent requests for tuition Tuition reimbursement shall be placed extended to include reimbursement for course fees for continuing education required as a condition of maintaining a license or certification which the employee is required to maintain as a condition of his/her employment as provided in the Civil Service Commission classification specification (for example, law license, CPA, tree trimming license). (D) All undergraduate and graduate courses must not be taken during scheduled working hours. At the discretion of the Appointing Authority, an employee’s work hours may be adjusted to accommodate a course schedule, or in situations where such accommodations cannot be made, leave time may be approved. Continuing education courses may be taken during scheduled working hours with the approval of the Appointing Authority. All scheduled hours for courses of instruction must be filed through the Appointing Authority or his/her designee and forwarded to the Department of Human Resources. All courses are subject to approval by the Department of Human Resources. All scheduled times of courses must be approved by the Appointing Authority or his/her designee. Any situation which, in the discretion of the Appointing Authority or his/her designee, would require an employee's presence on the job shall take complete and final precedence over any time scheduled for courses. (E) Institutions must be located, courses of instruction given or conferences or seminars must be held within Franklin County or adjoining counties. Courses must be taken at accredited colleges, universities, technical and business institutes or at their established extension centers, as accredited by the U.S. Department of Education. Internet courses will be approved on a waiting list case-by-case basis. Seminars, conferences and workshops will only be considered for reimbursement under the provisions of Section 23.1(C). (F) The Director of Human Resources or designee shall determine the approved institutions for which reimbursement for instructional fees and associated fees (general and laboratory) may be made under this Section. Only those institutions approved by the Department of Human Resources shall establish eligibility of the employee to receive reimbursement. Additional institutions may be added by forwarding an application for reimbursement to the Department of Human Resources. Application for approval of institutions and courses must be made to the Department of Human Resources not more than thirty (30) days or less than ten (10) days prior to the first day of the scheduled course(s). (G) Any financial assistance from any governmental or private agency available to an employee, whether or not applied for and regardless of when such assistance may have been received, shall be deducted in order the entire amount from the full tuition reimbursement the employee is eligible for under this Section. If an employee's tuition is fully covered by another governmental or private agency, then the employee is not entitled to payment from the City. (H) Reimbursement for instructional fees and associated general, laboratory fees or continuing education fees will be made when the employee satisfactorily completes a course and presents an official certificate or its equivalent and a receipt of payment or the original of the unpaid invoice from the institution confirming completion of the approved course. (I) No reimbursement will be granted for books, paper, supplies of whatever nature, transportation, meals, or any other expense connected with any course except the cost of instructional fees and associated fees. (J) The administration of the tuition reimbursement program will require the Director of Human Resources or designee to be responsible for establishing rules, devising forms and keeping records for the program. (K) An employee participating in the tuition reimbursement program who terminates City employment for any reason (other than layoff or death) must repay the tuition reimbursement, paid by the City for courses taken within the following time frames based on the employee's termination date (pay back period to be based on the date the course or semester ended, not the date of applicationpayment by the City): 2 years - undergraduate studies/graduate studies 3 years - X.X./PhD studies Any amounts due to the City under this pay back requirement shall be deducted from the employee's final paycheck. The employee shall make arrangements for payment of any additional balance due with the Department of Human Resources before his/her last day of employment.

Tuition Reimbursement. The Board agrees to pay partial tuition reimbursement for approved courses taken after the initial regular instructional certificate has been secured when the following conditions are met: A. The Employer will reimburse course is a full-time employee for graduate course related to the cost of tuition in accordance with Regulation 10.12.060 bargaining unit member's current assignment or planned future assignment at Community High School and for is earned from a fully accredited college or university. While all courses must be accepted by the cost of books as long as accredited institution towards a degree program, the subject matter Member of the specific course Bargaining Unit is not required to be in that degree program. The Member of the Bargaining Unit shall be responsible for providing proof of such experience. An exception to the “degree program requirement” shall be made for coursework that is directly related to Member of the Bargaining Unit’s current or planned future assignment or if the degree program is changed/discontinued after the course of study is job-begun. B. The course is an approved undergraduate course related to the bargaining unit member's current assignment or planned future assignment at Community High School and is earned from a fully accredited college or university in one of the tuition costs do not exceed those found at a state universityfollowing four areas: 1. Spanish 2. Technology education 3. Inclusion classes for special education 4. The employee must receive pursuit of another certification in the bargaining unit member's current department and/or assignment. Reimbursement for the certification option will not be made until proof of certification has been provided to the District. The above four areas are of unusual value and priority to Community High School and such approval from the Chief prior will be limited to taking the coursethem. Tuition reimbursement shall Workshops will not be approved for all job-related reimbursement nor will undergraduate and graduate workcredits be counted for movement on the salary schedule or any lane change purposes for Member of the Bargaining Unit with Master's Degrees. A request Members of the Bargaining Unit without a Master's Degree will have the option to elect tuition reimbursement or salary schedule lane changes for tuition shall Bachelor Degree columns on the salary schedule, but not be unreasonably deniedboth. B. If an employee receives a scholarship, C. The course is pre-approved by the Principal and the Human Resources administrator. D. The number of credits does not exceed ten (10) in any one school year. E. The total amount number of credits for which reimbursement is sought does not exceed thirty (30) semester hours for any individual bargaining unit member during the totality of his/her tenure in District 94. F. The payment for reimbursement from the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) of the actual cost of tuition and booksper credit or $100 per credit, whichever is applicable. C. G. A satisfactory grade of C "B" or higher better must be earned to qualify for credit reimbursement and must be documented by either a transcript of credits or equivalent is required for reimbursement, and an official grade report. No reimbursement will be made without submission of 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 grade report. H. Only current employees can submit tuition reimbursement Interoffice Communication shall requests for the past calendar year. Such requests must be submitted with received in the reimbursement request within sixty (60) calendar days Office of receiving final grades. D. Human Resources no later than December 31st. Reimbursement payments will be made by January 31st. The teacher is entirely responsible for the submission of all required supporting documents. 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 work the entire school during year which commences following the following two (2) terms then the employee must reapply for tuition year in which reimbursement when attendance resumes. G. When an employee completes an educational programis received, the employee shall notify the Employer so the Employer can remove reimbursement received may be deducted from the employee’s name from final paycheck/s. The employee may not request advance payment of checks at the tuition end of the school year if on a 24 pay period plan as provided for in Article 5 – Section B. I. The total budget allocation for a given school year for credit reimbursement listshall not exceed $0 for the 2011-12 and 2012-13 school years. If The total budget allocation for the employee pursues an additional degree then 2013-14 school year for credit reimbursement shall be negotiated by the employee must reapply for tuition reimbursementparties pursuant to Article 24 of this Agreement. When the requests exceed the budgeted allocation, the per credit reimbursement shall be adjusted accordingly and documentation to that effect shall be provided to the Association by October 1st. H. No more than twentyX. In the event a Member of the Bargaining Unit is requested in writing by the Board to take a course or courses designed to meet a certification or instruction need within the District, the Board shall reimburse a Teacher seventy-five percent per cent (2575%) of any tuition costs and shall not reduce the bargaining unit members shall receive tuition reimbursement at any given time. If at any time thirty (30) semester hour limit defined per employee in paragraph F. When more than one institution provides the maximum twentycourse or courses needed to meet a certification or instruction need, the District will pay seventy-five percent per cent (2575%) limit is reachedof any tuition costs in the amount of the rate determined by averaging the per credit cost for the preceding academic year at the University of Illinois – Champaign, then all subsequent requests for tuition Northern Illinois University and Eastern Illinois University. However, reimbursement shall not exceed the actual cost per credit even if it is lower than the average tuition cost per credit as determined herein. In the event a course or program is only available at a private school with a higher tuition than calculated herein, this fact should be placed on a waiting list included in order of the date of applicationproposal by the Teacher and with written acknowledgment by the Association President or designee for approval at the seventy-five (75%) percent level by the Board’s agent.

Tuition Reimbursement. A. The Employer will District and Association recognize the importance of continued professional growth of Association members. In order to encourage continued professional growth, a professional growth reimbursement pool has been established to reimburse a full-time employee employees for costs associated with prior approved professional growth opportunities. Professional growth may include but not be limited to support of grade level curriculum, content area taught, the school improvement plan or the District’s Teaching and Learning Plan. Guidelines for the cost reimbursement of tuition costs associated with professional growth will adhere to the following guidelines:  Classes will be reimbursed at seventy-five dollars ($75.00) per credit hour.  Classes must be at the graduate level or in accordance with Regulation 10.12.060 and guidelines for undergraduate courses.  New members are eligible for tuition reimbursement for courses beginning on or after the cost of books as long as the subject matter first day of the specific course official school calendar.  A member who is on a full year leave of absence is not eligible for tuition reimbursement.  A member who is released 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 resigns from the Chief district loses rights for reimbursement on the last day of the official school calendar.  The member must submit a course approval form prior to taking the beginning of the course. Tuition Administration will notify members of approval within 2 weeks of receiving the course approval form.  The member must earn an A or B in the class to be eligible for reimbursement.  The member must submit an expense voucher accompanied by an official transcript no later than six months after the last day of the class.  Professional growth opportunities qualifying for reimbursement must be prior approved by the Assistant Superintendent of Teaching and Learning or designee.  Reimbursement shall be limited to nine (9) hours if the member is enrolled in an approved for all job-related undergraduate and graduate workmaster’s program, or six (6) hours in other approved classes. A request  Reimbursement will be from the Tuition Reimbursement Pool which the District will contribute $75,000 to each year. Unused funds from the pool shall be carried over to the next year. The Administration will provide the Association with a quarterly report as to the level of the Tuition Reimbursement Pool.  Members shall be accepted for tuition shall not be unreasonably denied. B. If an employee receives reimbursement on a scholarship“first come/first served” basis, 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 which 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 based on 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 District of Washington tuition rates. E. Once a request for tuition reimbursement has been approved, accompanied by the Employer official transcript and receipt for tuition. The application for reimbursement will reimburse be date and time stamped by 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 courseDistrict. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a All full-time employee employees with one (1) or more years of continuous active service shall be eligible for the cost a reimbursement of tuition in accordance with Regulation 10.12.060 instructional fees and laboratory fees of up to four thousand dollars ($4,000) per calendar year for the cost of books as long as the subject matter of the specific course undergraduate studies or course of study is job-related and the tuition costs do up to four thousand five hundred dollars ($ 4,500) per calendar year for graduate studies voluntarily undertaken by him/her. Reimbursement shall 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 combined total of four thousand five hundred ($4,500) per calendar year for all job-related undergraduate and graduate workstudies. 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 The tuition reimbursement Interoffice Communication program 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 subject to the following conditions: (A) No employee within sixty (60) calendar days on an unpaid leave of timely submission to the Employer. An employee shall not receive federal absence, unauthorized leave of absence, disability leave 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 reapply injury leave may apply for tuition reimbursement. H. No (B) All courses must be taken during other than scheduled working hours. All scheduled hours for courses of instruction must be filed with the Appointing Authority or his/her designee and with the Department of Human Resources. All courses are subject to approval by the Department of Human Resources. There must be a correlation between the employee's duties and responsibilities or courses that may lead to career advancement within the City and the courses taken or the degree program pursued. All scheduled times of courses must be approved by the Appointing Authority or his/her designee. Any situation which, in the discretion of the Appointing Authority or his/her designee, would require an employee's presence on the job shall take complete and final precedence over any time scheduled for courses. (C) Courses (in person or internet courses) must be taken at accredited colleges, universities, technical and business institutes or at their established extension centers. Courses required for a degree must be taken from an institution accredited by an accreditation agency recognized by the U.S. Department of Education. “Distance learning” and similar fees related to enrollment in internet courses will not be reimbursed. Correspondence courses, seminars, conferences and workshops are not included. (D) The Department of Human Resources shall determine the approved institutions for which reimbursement for instructional fees and laboratory fees may be made under this Section 28.1. Only those institutions approved by the Department of Human Resources shall establish eligibility of the employee to receive reimbursement for instructional fees and laboratory fees. Additional institutions may be added by forwarding an application for reimbursement to the Department of Human Resources. Application for approval of institutions and courses must be made to the Department of Human Resources not more than twenty-five percent sixty (25%60) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.days or less than ten

Tuition Reimbursement. A. Career employees may qualify for tuition reimbursement of seventy-five (75%) percent of actual tuition and institution-required fees (excluding late fees). The Employer maximum reimbursement will reimburse a be $2,500 per fiscal year (July 1 to June 30) for full-time employee for career employees; in no case shall the reimbursement exceed the actual cost of tuition in accordance with Regulation 10.12.060 and for to 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 universityemployee. 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 scholarshipFurther, the total amount of the reimbursement from the Employer, combined with the scholarship, shall not exceed one hundred City will reimburse full time career employees an additional seventy-five percent (10075%) of the actual cost of for books each term in which the employee is entitled to tuition and reimbursement. Part time career employees will receive reimbursement subject to the following maximum payments: (a) For employees eligible for 50% benefits: $1250 per fiscal year tuition reimbursement maximum; 75% reimbursement for books. C. (b) For employees eligible for 75% benefits: $1875 per fiscal year tuition reimbursement maximum; 75% reimbursement for books. These payments are all subject to the following conditions: (1) Course work be taken at or under the direction of an accredited institution. (2) Qualifying disciplines shall be: (a) course work related to a function in which the City employs career staff; (b) course work in management or public administration; or (c) course work required for the completion of a diploma, certificate, or degree in a discipline related to a career classification in the City. (3) Course work be pre-approved, in writing, by the employee's Department Director and the Human Resources Department as qualifying for reimbursement. This approval must be obtained and on file with the Human Resources Department prior to class commencement. (4) A satisfactory minimum grade of C or higher or equivalent is required “B” (3.0 on a 4.0 scale) must be obtained. (5) Tuition reimbursement shall not be paid to probationary employees. However, tuition reimbursement may be granted to career employees for courses begun during the probationary period but completed after career status has been granted, provided all other provisions of this Section have been observed. (6) An application for tuition reimbursement, and a copy of the course transcript showing satisfactory completion, along with a copy of receipts for tuition and books as well as the approved reimbursement application, a copy of final course grade are submitted to the registration or receipt showing the amount paid, and a taxability of tuition reimbursement Interoffice Communication shall be submitted with the reimbursement request Human Resources Department within sixty thirty (6030) calendar days of receiving final gradescompleting the course. Failure to submit a timely and complete reimbursement application will forfeit the employee's right to such payment. D. (7) In the event the Employer directs an employee to attend any formal training course, the costs of all books applying for 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 benefits (2including books and fees) consecutive terms of schoolunder this Section, employees must agree to refund the Employer shall send City for any tuition benefits which are received in the one-year period prior to their resignation, retirement (regular or early), or discharge for cause. Employees receiving 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed duty disability or on a waiting list in order medical leave of the date of applicationabsence will not be required to refund tuition benefits.

Tuition Reimbursement. Section A. The Employer will reimburse a full-time District shall provide Tuition Reimbursement for Employees. (Effective dates – September 1 of any year to August 31 of succeeding year.) Section B. An employee shall be eligible for Tuition Reimbursement for graduate credit only provided: Employee has acquired six (6) graduate credits beyond 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 universityBachelors Degree. The employee must receive He/she had obtained prior written approval from the Chief prior Superintendent of Schools for the subject credits to taking be taken at an institution accredited by one of the courserecognized associations (example: The Middle States Association of Colleges and Secondary Schools). Tuition reimbursement shall be The coursework is part of her/his approved for all job-related undergraduate and graduate workProfessional Development Plan. A request committee comprised of equal members of the District and the Association shall develop guidelines for a Professional Development Plan. The Superintendent or her/his designee may grant an exception permitting a course to be eligible for tuition reimbursement although said course is not part of the employee's approved Professional Development Plan. a. No tuition reimbursement will be allowed for correspondence courses. b. On-line or distance learning courses from accredited colleges/universities shall not be unreasonably deniedexcluded from coverage under this provision. He/she shall have obtained a final grade of “B” or better for the subject credits. Maximum tuition reimbursement will be for nine (9) graduate credits per year. He/she shall be an Employee of record in the District throughout the complete school year immediately following the year in which the credits were acquired. If the Employee (except an Employee who shall be granted a leave of absence) fails to complete the school year immediately following that school year in which the credits were acquired, he/she shall refund to the District all tuition reimbursement received by him/her. B. If an employee receives a scholarship, the total amount Section C. Upon prior approval of the Superintendent or her/his designee, undergraduate credits may be reimbursed as part of the Employee's Professional Development Plan, if the employee meets the conditions of Section B., subsections 3.-7. of this Article. Section D. Each Employee requesting tuition reimbursement from the Employer, combined shall file a Request for Approval of Graduate Credits (available in Superintendent’s and schools' offices) with the scholarship, shall not exceed one hundred percent (100%) of the cost of tuition and booksSuperintendent prior to course registration. 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 Section E. Each Employee 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 validate his/her eligibility for tuition reimbursement has been approvedby filing (by certified mail or hand delivery) an official transcript and a receipted tuition xxxx in the office of the Superintendent of Schools no later than September 15 of the school year immediately following the school year in which the credits were acquired. Section F. The maximum reimbursement per credit will be at the graduate credit rate of the State University system (Kutztown University, the Employer will reimburse the cost of tuition as provided above. Approved tuition reimbursements East Stroudsburg University, Bloomsburg University, et al). Section G. An Employee taking additional course credits shall be paid reimbursed immediately following the filing to the employee within sixty (60office of the Superintendent of Schools of the following: a) calendar days the transcript proving the satisfactory completion of timely submission to the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed course(s); and b) the total receipted tuition for any coursexxxx. F. If an employee receiving tuition reimbursement misses two (2) consecutive terms of school, the Employer Section H. All Employees who qualify for Professional Development Leave for study purposes 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 have all college credits reimbursed during the following two (2) terms then the employee must reapply for tuition reimbursement when attendance resumesProfessional Development Leave. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer will reimburse a All full-time employee for employees who have completed one or more years of continuous active service prior to the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter date of the specific course start of a course(s) shall be eligible for a reimbursement of instructional fees, laboratory fees and general fees of up to four thousand five hundred dollars ($4,500) for undergraduate studies per calendar year; up to five thousand five hundred dollars ($5,500) per calendar year for graduate studies; or course of study up to two thousand dollars ($2,000) for courses for continuing education voluntarily undertaken by the employee which is job-directly related and to the employee's job duties. Such 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 worktaxable if required by law. 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 The tuition reimbursement Interoffice Communication program 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 subject to the following conditions: (A) No employee within sixty (60) calendar days on an unpaid leave of timely submission to the Employer. An employee shall not receive federal absence, unauthorized leave of absence, disability leave 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 reapply injury leave may apply for tuition reimbursement. H. No more than twenty-five percent (25%B) of There must be a correlation between the bargaining unit members shall receive tuition reimbursement at any given time. If at any time employee's duties and responsibilities or courses that may lead to career advancement within the maximum twenty-five percent City and the courses taken or the degree program pursued. (25%C) limit is reached, then all subsequent requests for tuition Tuition reimbursement shall be placed extended to include reimbursement for course fees for continuing education required as a condition of maintaining a license or certification which the employee is required to maintain as a condition of his/her employment as provided in the Civil Service Commission classification specification (for example, law license, CPA, tree trimming license). (D) All undergraduate and graduate courses must be taken during other than scheduled working hours. Continuing education courses may be taken during scheduled working hours with the approval of the Appointing Authority. All scheduled hours for courses of instruction must be filed through the Appointing Authority or his/her designee and forwarded to the Department of Human Resources. All courses are subject to approval by the Department of Human Resources. All scheduled times of courses must be approved by the Appointing Authority or his/her designee. Any situation which, in the discretion of the Appointing Authority or his/her designee, would require an employee's presence on the job shall take complete and final precedence over any time scheduled for courses. (E) Institutions must be located, courses of instruction given or conferences or seminars must be held within Franklin County or adjoining counties. Courses must be taken at accredited colleges, universities, technical and business institutes or at their established extension centers, as accredited by the U.S. Department of Education. Internet courses will be approved on a waiting list case-by-case basis. Seminars, conferences and workshops will only be considered for reimbursement under the provisions of Section 23.1(C). (F) The Director of Human Resources or designee shall determine the approved institutions for which reimbursement for instructional fees and associated fees (general and laboratory) may be made under this Section. Only those institutions approved the by Department of Human Resources shall establish eligibility of the employee to receive reimbursement. Additional institutions may be added by forwarding an application for reimbursement to the Department of Human Resources. Application for approval of institutions and courses must be made to the Department of Human Resources not more than thirty (30) days or less than ten (10) days prior to the first day of the scheduled course(s). (G) Any financial assistance from any governmental or private agency available to an employee, whether or not applied for and regardless of when such assistance may have been received, shall be deducted in order the entire amount from the full tuition reimbursement the employee is eligible for under this Section. If an employee's tuition is fully covered by another governmental or private agency, then the employee is not entitled to payment from the City. (H) Reimbursement for instructional fees and associated general, laboratory fees or continuing education fees will be made when the employee satisfactorily completes a course and presents an official certificate or its equivalent and a receipt of payment or the original of the unpaid invoice from the institution confirming completion of the approved course. (I) No reimbursement will be granted for books, paper, supplies of whatever nature, transportation, meals, or any other expense connected with any course except the cost of instructional fees and associated fees. (J) The administration of the tuition reimbursement program will require the Director of Human Resources or designee to be responsible for establishing rules, devising forms and keeping records for the program. (K) An employee participating in the tuition reimbursement program who terminates City employment for any reason (other than layoff or death) must repay the tuition reimbursement, paid by the City for courses taken within the following time frames based on the employee's termination date (pay back period to be based on the date the course or semester ended, not the date of applicationpayment by the City): 2 years - undergraduate studies/graduate studies 3 years - X.X./PhD studies Any amounts due to the City under this pay back requirement shall be deducted from the employee's final paycheck. The employee shall make arrangements for payment of any additional balance due with the Department of Human Resources before his/her last day of employment.

Tuition Reimbursement. ‌ A. The Employer will reimburse Coursework or a full-time employee for program of study must be pertinent to the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter needs of the specific course College and or course duties of the employee. The coursework or program of study is job-related and the tuition costs do not exceed those found must be taken at a state universityan accredited institution of higher education. The coursework must provide 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 deniedwith additional areas of competence. B. If an employee receives a scholarship, Employees have the total amount option to receive prior approval of coursework by completing the Tuition Reimbursement Application and submitting it to the Academic Xxxx for their signature before registering for courses that will be submitted for tuition reimbursement from the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) of the cost of tuition and bookswhen they are completed. C. A satisfactory grade All coursework applied for under this article must be taken outside of C regular work hours on the faculty members’ own time. However, courses may be authorized during normal working hours if approved in writing by the Academic Xxxx and the appropriate member of Chancellor’s Cabinet. D. Reimbursement is for tuition and fees and excludes reimbursement for books or higher or equivalent is required any other related expenses. E. The tuition reimbursement period will be for reimbursement, and each fiscal year (July 1 to June 30). F. Faculty members applying for tuition reimbursement must provide to the Human Resources Department a copy of the course transcript showing satisfactory completion, along with a copy of the approved completed tuition reimbursement application, a completed check request, an official grade report/or copy and receipt for tuition and fees paid in order to receive any reimbursement under their plan of work. Courses at the Master’s and Doctoral level must have grades of a “B” or higher, and the courses must be completed within the academic year. Doctoral dissertation credits are exempt from this grade requirement. G. Incomplete (“I”) grades must be made up within the same or following academic year in order to receive reimbursement. Incomplete grades not made up in the same or following academic year shall not be eligible for reimbursement in future years. H. The maximum total of tuition and fees paid to any individual will be equal to $800 per credit hour up to a maximum of $8,000 per fiscal year. If tuition and fees are less than $800 per credit hour, reimbursement will be for the amount 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 gradesactual receipt. 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 I. Continuing education courses will be reimbursed based on a per-credit basis, not to exceed prior approval of the University of Washington tuition ratesAcademic Xxxx. 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 J. Courses at other colleges and universities that are equivalent to the employee within sixty (60) calendar days of timely submission to the Employer. An employee shall Oakland Community College classes are 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 reapply eligible for tuition reimbursement. H. No more than twenty-five percent K. Receipts and official/or copy of grade report with check request must be submitted within thirty (25%30) days of course completion. When possible, reimbursement will be made twenty (20) days following submission of an official grade report/or copy and valid tuition receipt. L. All faculty members will receive, in full, their requested tuition and fee reimbursement amounts according to the bargaining unit members shall receive tuition reimbursement at any given time. If at any time guidelines listed above and subject to the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationfees shown above.

Tuition Reimbursement. A. The Employer will reimburse a All full-time employee for employees who have completed one or more years of continuous active service prior to the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter date of the specific course start of a course(s) shall be eligible for a reimbursement of instructional fees, laboratory fees and general fees of up to three thousand dollars ($3,000) for undergraduate studies per calendar year; up to three thousand six hundred dollars ($3,600) per calendar year for graduate studies; or course of study up to one thousand five hundred dollars ($1,500) for courses for continuing education voluntarily undertaken by the employee which is job-directly related and to the employee's job duties. Such 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 worktaxable if required by law. 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 The tuition reimbursement Interoffice Communication program 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 subject to the following conditions: (A) No employee within sixty (60) calendar days on an unpaid leave of timely submission to the Employer. An employee shall not receive federal absence, unauthorized leave of absence, disability leave 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 reapply injury leave may apply for tuition reimbursement. H. No more than twenty-five percent (25%B) of There must be a correlation between the bargaining unit members shall receive tuition reimbursement at any given time. If at any time employee's duties and responsibilities or courses that may lead to career advancement within the maximum twenty-five percent City and the courses taken or the degree program pursued. (25%C) limit is reached, then all subsequent requests for tuition Tuition reimbursement shall be placed extended to include reimbursement for course fees for continuing education required as a condition of maintaining a license or certification which the employee is required to maintain as a condition of his/her employment as provided in the Civil Service Commission classification specification (for example, law license, CPA, tree trimming license). (D) All undergraduate and graduate courses must be taken during other than scheduled working hours. Continuing education courses may be taken during scheduled working hours with the approval of the Appointing Authority. All scheduled hours for courses of instruction must be filed through the Appointing Authority or his/her designee and forwarded to the Department of Human Resources. All courses are subject to approval by the Department of Human Resources. All scheduled times of courses must be approved by the Appointing Authority or his/her designee. Any situation which, in the discretion of the Appointing Authority or his/her designee, would require an employee's presence on the job shall take complete and final precedence over any time scheduled for courses. (E) Institutions must be located, courses of instruction given or conferences or seminars must be held within Franklin County or adjoining counties. Courses must be taken at accredited colleges, universities, technical and business institutes or at their established extension centers. Internet courses will be approved on a waiting list case-by-case basis. Seminars, conferences and workshops will only be considered for reimbursement under the provisions of Section 23.1(C). (F) The Director of Human Resources or designee shall determine the approved institutions for which reimbursement for instructional fees and associated fees (general and laboratory) may be made under this Section. Only those institutions approved the by Department of Human Resources shall establish eligibility of the employee to receive reimbursement. Additional institutions may be added by forwarding an application for reimbursement to the Department of Human Resources. Application for approval of institutions and courses must be made to the Department of Human Resources not more than thirty (30) days or less than ten (10) days prior to the first day of the scheduled course(s). (G) Any financial assistance from any governmental or private agency available to an employee, whether or not applied for and regardless of when such assistance may have been received, shall be deducted in order the entire amount from the full tuition reimbursement the employee is eligible for under this Section. If an employee's tuition is fully covered by another governmental or private agency, then the employee is not entitled to payment from the City. (H) Reimbursement for instructional fees and associated general, laboratory fees or continuing education fees will be made when the employee satisfactorily completes a course and presents an official certificate or its equivalent and a receipt of payment or the original of the unpaid invoice from the institution confirming completion of the approved course. (I) No reimbursement will be granted for books, paper, supplies of whatever nature, transportation, meals, or any other expense connected with any course except the cost of instructional fees and associated fees. (J) The administration of the tuition reimbursement program will require the Director of Human Resources or designee to be responsible for establishing rules, devising forms and keeping records for the program. (K) An employee participating in the tuition reimbursement program who terminates City employment for any reason (other than layoff or death) must repay the tuition reimbursement, paid by the City for courses taken within the following time frames based on the employee's termination date (pay back period to be based on the date the course or semester ended, not the date of applicationpayment by the City): 2 years - undergraduate studies/graduate studies 3 years - X.X./PhD studies Any amounts due to the City under this pay back requirement shall be deducted from the employee's final paycheck. The employee shall make arrangements for payment of any additional balance due with the Department of Human Resources before his/her last day of employment.

Tuition Reimbursement. A. ‌ The purpose of tuition reimbursement is to provide tuition reimbursement to employees who voluntarily take courses of study on their own time which the agency determines to be directly related to the employee’s present job or which will enhance the employee’s chances of advancement to a position within the agency which the employee has a reasonable expectation of achieving. These courses of instruction must be taken from accredited learning institutions which provide a grade or Pass/Fail designation. a. Only full-time employees with one (1) year of service are eligible for tuition reimbursement. They must not be eligible to receive educational benefits from other sources. b. The annual appropriation, if any, for the Tuition Reimbursement Program will be limited to the amount budgeted for the program. The Employer will not approve reimbursement in excess of this budget. c. To be eligible, the employee must receive pre-approval for the course on a “Request for Educational Assistance Form” from the Human Resources Division, prior to the start date of the course. d. Class attendance and completion of study assignments are to be accomplished outside of the employee’s regular work schedule and shall not interfere with the employee’s work. e. The Employer will reimburse a full-time the employee based upon the grade received for the cost course. For an “A” grade, 100% of the tuition will be reimbursed. For a “B” grade, 90% of the tuition will be reimbursed. For a “C” grade, 75% of tuition in accordance with Regulation 10.12.060 will be reimbursed. There is no reimbursement for a grade lower than a “C.” Employees passing a Pass/Fail course will receive seventy-five percent (75%) tuition reimbursement. The maximum allowable reimbursement will not exceed the actual tuition expense and for will be based on the cost rate per unit of books instruction at a State of Washington institution as long as the subject matter of the specific course or course of study is job-related follows: • Nondegree programs and the first two years of college level classes – Xxxxx College; or • Year three and four college and graduate level classes (Washington State University- Vancouver for semester-based classes and University of Washington for quarter-based classes). Each September, Human Resources will determine the rate per unit of instruction from the catalogs of Xxxxx College, Washington State University-Vancouver, and the University of Washington. f. The employee must submit a detailed tuition costs do not exceed those found at payment receipt, the official report of grades, and complete a state universityContractual Reimbursement Request Form to be reimbursed. 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 also supply a copy of the school payment account history to verify that no grants or other benefits were used to pay for the course(s). Lab and/or other required fees, parking, and books/instructional materials are not reimbursable. g. Employees leaving the agency voluntarily or who are terminated for cause during the course transcript showing satisfactory completion, along will not receive reimbursement and will be responsible for reimbursing C-XXXX for any courses taken which ended during the 12 months preceding the employee’s separation form employment with a copy the agency. The reimbursement to C-XXXX will be 50% of the approved tuition reimbursement application, a copy monies received for those courses. Employees terminated by the agency due to lack of work or job elimination will receive 100% reimbursement. h. As part 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 approvedbudget process, the Employer will reimburse communicate the cost schedule to submit tuition requests. In the event of tuition as provided above. Approved tuition reimbursements shall be paid to the employee within sixty (60) calendar days of timely submission to a significant change in 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 ’s financial circumstances, previously approved tuition reimbursement misses two (2) consecutive terms of school, requests are assured funding only through 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) remainder of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationbiennial budget.

Tuition Reimbursement. A. Each employee may apply for permission to enroll in college or graduate credit courses, and subject to the sole and non-reviewable permission of the Director or designee, may receive an agreed-upon amount of reimbursement. The Employer will reimburse a full-time employee Board shall establish one fund for the cost of designated school years for tuition in accordance with Regulation 10.12.060 and for reimbursement. Any employee who receives the cost of books as long as the subject matter approval of the specific Director or his/her designee within two (2) weeks of enrolling in graduate course work applicable towards an advanced degree or in course of study is job-related and the work for support staff shall be entitled to receive reimbursement for actual tuition costs do not to exceed those found at a state universitymaximum per course hour as indicated below, provided that the employee receives a grade of “B” or better and further subject to the provisions set forth below. Course work must be applicable towards further certification in special education, school administration, relevant to the employee's assignment or toward an existing position in the Cooperative . Employees requesting reimbursement must submit an official transcript and evidence of payment by the employee or the employee’s lender before September 30 of the school year following completion of the applicable-level course work. Failure to submit the request for reimbursement by September 30 will result in the inability of the employee to receive reimbursement. To qualify for tuition reimbursement the employee must return as a regular employee of SWCCCASE the September following completion of the course work. The employee must receive approval from the Chief prior to taking the course. Tuition reimbursement shall will 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 reimbursed fifty percent (10050%) of the tuition reimbursement after the first year the coursework is completed and will receive the remaining fifty percent (50%) of tuition reimbursement when they return the following year. From the funds designated by the Board, if the requests for reimbursements from the applicable fund do not exceed 1 , then and only then shall employees submitting reimbursement requests receive the actual cost of tuition and books. C. A satisfactory grade to the maximum $250.00 per semester hour reimbursement. If, however, the sum total of C or higher or equivalent is required reimbursement requests from the applicable fund exceed 1 , then all employees will receive a proportionate share of their actual costs provided the entire reimbursement from the applicable fund does not exceed said sums. Notwithstanding the foregoing, no employee shall receive reimbursement for reimbursement, and a copy the completion of the course transcript showing satisfactory completion, along with a copy greater than twelve (12) hours of the approved reimbursement application, a copy of the registration or receipt showing the amount paid, and a taxability of tuition reimbursement Interoffice Communication coursework during any given school year. The maximum fund amounts set forth herein 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 available for tuition reimbursement has been approvedfor course work completed during the years indicated. However, the Employer will reimburse the cost of actual tuition as provided above. Approved tuition reimbursements reimbursement for course work completed during a given school year shall be paid made from the applicable fund for that year subsequent to September 30 of 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 schoolfollowing school year. If the employee actual tuition reimbursement for course work completed during a given school year does not attend school during exceed the designated fund amount, the unused portion of the fund shall be carried forward for the following two (2) terms then school years and will be available if the employee must reapply maximum fund amount for the following two school years are exhausted. 1 The tuition reimbursement when attendance resumes. G. When an employee completes an educational program, fund shall be $125 x 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) number of bargaining unit eligible employees at SWCCCASE as of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list Board of Directors meeting in order November of the date each school year of applicationthis Agreement.

Tuition Reimbursement. A. The Employer Board agrees to grant allowances of individual certificated personnel for tuition reimbursement according to the following guidelines: 1. Alternative Resident Educator License (Career-Tech, Route B) teachers may not claim both tuition reimbursement and workshop compensation. 2. All requests for reimbursement must be submitted on the formal application supplied by the Board to the Superintendent ten (10) work days prior to the start of the class. A response will reimburse be made within ten (10) work days of receipt of the request. 3. Credits must be earned in an academic or trade-related course from a fullcollege, trade or specialized school or university in the employee's area of certification and assignment, and at a like rate for equivalent courses in the areas of certification of a teacher of vocational education. 4. Coursework must be scheduled at times that do not interfere with normal duties during the regular work day of the employee. 5. Certificated personnel receiving tuition reimbursement must return to C-time employee TEC for the cost entire school year following the completion of tuition coursework. An exception to this rule will be made if the person involved is RIFd or becomes eligible for disability retirement approved by the State Teachers Retirement System. 6. In order for a teacher to be eligible for reimbursement, the following items must be on file in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter Treasurer's office: • An official transcript of the specific course credits 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 official grade card from the Chief prior to taking the courseclass for which reimbursement has been applied, showing a grade of no lower than a "C" or "Pass" for each course for which tuition reimbursement is requested. 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 detailed xxxx or other official document from the Employer, combined with institution indicating the scholarship, shall not exceed one hundred percent (100%) of the actual cost of tuition and booksbreakdown of other fees. • Proof of payment. C. A satisfactory grade of C or higher or equivalent is required for reimbursement, and a copy of 7. Reimbursement shall be made within forty-five (45) days after the course transcript showing satisfactory completion, along with a copy of Treasurer has received the approved item described in the foregoing stipulations. 8. Tuition reimbursement application, a copy of will be funded by the registration or receipt showing Board as follows: The tuition reimbursement pool shall be funded to the amount paid, of forty-five thousand dollars ($45,000) per calendar year and a taxability of tuition will not be carried over to the next calendar year. The reimbursement Interoffice Communication amount shall be submitted with charged to the reimbursement request within sixty (60) calendar days of receiving final gradespool based upon the first scheduled class date. Alternative Resident Educator License teachers shall be fully funded for courses required to obtain their initial 5-year license. 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 Employer9. “Life experience” credits No teacher will be reimbursed on a per-credit basisby the Board if he/she received grants, not to exceed the University of Washington tuition ratespayments, or scholarships from some other source for tuition. E. Once 10. Teachers may receive a request yearly maximum of five thousand dollars ($5,000). 11. Teachers who have been approved for tuition reimbursement has been approvedand who later do not enroll in the class as scheduled, the Employer will reimburse the cost of tuition as provided above. Approved tuition reimbursements shall be paid are asked 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 resumesSuperintendent as soon as possible. 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. The tuition reimbursement fund of $35,000 shall be reinstated at a $25,000 cap for the 2011/12 school year. It is the intent of the District that the fund shall be restored in full. A. The Employer will reimburse a full-time employee BOARD agrees to allocate the sum of $35,000 per year for each contract year for the cost purpose of tuition in accordance with Regulation 10.12.060 and reimbursing teachers at the rate of $90 per semester or credit hour for the cost of books as long as the subject matter of the specific course or course of study is job-related and the actual 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 expenses incurred by teachers for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably deniedacademic courses completed. B. If It is understood that the academic courses completed must be towards an employee receives M.A., Ed.S., or Ph.D. degree or be within or related to the field in which the teacher is assigned. Academic courses completed must be from an accredited college or university. C. In order to receive reimbursement for academic courses completed during the preceding contract year, the teacher must still be under contract with the BOARD for the current school year and s/he must submit a scholarshiptranscript of credits to the Department of Educational Services on or before September 30th of the current school year. It is understood that teachers involuntarily laid off shall receive the applicable amount of tuition reimbursement for academic courses completed prior to the end of the present contract year in which they received notice of layoff, provided that they comply with the requirements and time limits set forth above. Payment shall be made within 30 days after the filing deadline. Teachers who are on a general leave of absence as provided under Article VII, Section 1, B, may apply for and receive tuition reimbursement under this provision provided that they sign a promissory note that in the event they do not return to the school district the following year they will repay the total amount of reimbursement to the reimbursement from BOARD. Failure of a teacher to repay such amount will result in the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) reduction 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 fund by the reimbursement request within sixty (60) calendar days of receiving final gradessame amount the following year. D. In the event the Employer directs an employee total request for reimbursement exceeds the amount allocated, payments to attend any formal training course, each teacher shall be reduced in proportion to the costs of all books and incidental fees will be paid amount by which the Employer. “Life experience” credits will be reimbursed on a per-credit basis, not to exceed total request exceeds the University of Washington tuition ratesallocation. E. Once The BOARD agrees to reimburse total expenses for tuition, books, and mileage of any teacher who, at the BOARD'S specific request, obtains additional academic training for the purpose of becoming qualified in an area for which the BOARD is having a request for tuition great deal of difficulty in securing new personnel. This reimbursement has been approved, the Employer will reimburse the cost of tuition as provided above. Approved tuition reimbursements shall is not to 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 deducted from the tuition reimbursement list. If the employee pursues an additional degree then the employee must reapply for tuition reimbursementallocation mentioned above. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. 14.1 The Employer will Court may reimburse a full-time employee workers for the cost tuition and related fees paid for courses of tuition study taken in accordance with Regulation 10.12.060 and for the cost of books as long as 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 Court’s Finance Director with the Court Executive Officer’s concurrence. There must be a reasonable expectation that the worker’s work performance or value to the Court will be enhanced as a result of the specific course or course of study. Courses taken as part of a program of study is job-related and for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the tuition costs do not exceed those found at a state universityabove criteria. The employee worker must receive both begin and successfully complete the course while employed by the Court. The worker must apply on the prescribed form to the Court Human Resources Director or designee, giving all information needed for an evaluation of the request. The Court Human Resources Director or designee shall recommend approval from or disapproval to the Chief prior Court Executive Officer, whose decision shall be final. In order to taking be reimbursed the application must have been approved by the Court Executive Officer or designee before enrolling in the course. Tuition reimbursement shall The worker must both begin and successfully complete the course while employed by the Court. If a course is approved and later found to be unavailable a substitute course may be approved for all job-related undergraduate and graduate workafter enrollment. A Upon completion of the course the worker must submit to Court Human Resources 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 accompanied a copy of the course transcript showing satisfactory school grade report or a certificate of completion. Court Human Resources shall, along with a copy of if it approves the approved reimbursement applicationrequest, a copy of forward it to 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, Court’s fiscal office for payment. Reimbursement may include the costs of all books tuition and incidental fees will be paid by the Employerrelated fees. “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 The Court 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.up to

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 Each Member of the specific course or course Bargaining Unit who is subject to the provisions of study is this Contract shall be eligible for reimbursement of tuition. Tuition must be for courses of instruction taken towards a job-related and degree or job-related courses not necessarily within the tuition costs do not exceed those found degree program at a state an accredited school, college or university. The employee Tuition will be reimbursed up to fifteen hundred dollars ($1500.00) per calendar year per covered Employee. B. All courses must receive approval be taken during non-working hours. All scheduled hours of courses must be filed and approved by the Department Head and Mayor. Any situation which, in the discretion of the Department Head and Mayor would require an Employee’s presence on the job shall take complete and final precedence over any times scheduled for courses. C. Financial assistance from governmental or private agencies available to a covered Employee, whether applied for and regardless of when assistance may have been received, shall be deducted in the entire amount from the Chief prior total tuition. When the Employee’s tuition is fully covered by another governmental or private agency, the Employee is not entitled to taking the course. Tuition reimbursement. D. All course work subject to reimbursement shall be approved in advance by the appropriate Department Head and the Mayor. An Employee shall make application for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably deniedapproval of reimbursement at least fifteen (15) days before the start of the course of study. B. If an employee receives a scholarship, the total amount E. Reimbursement shall be made upon successful completion of the reimbursement from the Employer, combined course with the scholarship, shall not exceed one hundred percent (100%) a passing grade in a pass-fail course of the cost of tuition and books. C. A satisfactory a grade of C (2.00) or higher better. The Employee shall submit an official transcript or equivalent is required for reimbursement, and a copy certificate demonstrating successful completion of the course transcript showing satisfactory completion, along with and a copy of receipt from the approved reimbursement application, a copy of institution confirming the registration or receipt showing Employee paid for tuition and fees. Any financial assistance available to an Employee shall be deducted from the amount paid, and a taxability of the tuition reimbursement Interoffice Communication shall that would otherwise 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 coursepayable. The Employee will only be reimbursed for tuition, the costs of all books fees and books. No incidental fees expenses such as paper, supplies, mileage, parking, meals and/or other expenses 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 coursepaid. F. If an employee receiving tuition reimbursement misses two separates from City employment within three (23) consecutive terms years of school, the Employer shall send a letter requesting the employee notify the Employer receipt 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 programreimbursement, the employee shall notify be required to reimburse the Employer so the Employer can remove the employee’s name from City for the tuition reimbursement list. If payments received within the employee pursues an additional degree then the employee must reapply for tuition reimbursementthree (3) year period before separation. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

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 booksfees for courses will be reimbursed subject to the following conditions: A. Course work must be approved in advance by the employee's designated supervisor on a form and in a manner so prescribed by Human Resources. The request for approval must contain specific course titles. Course work must either be directly related to the employee’s current assignment or in a planned program directly related to another assignment within Xxxxxx Intermediate School District to which the employee aspires. If the employee’s supervisor has approved the employee’s participation in a planned program leading to a degree from an accredited college or university, courses within the degree program need not be directly related to the employee’s assignment if the course is required for the granting of the degree. B. For bargaining unit members attending a community college, reimbursement is limited to the cost of four (4) semester credits at Lansing Community College in any one year of this Agreement. For bargaining unit members attending a four-year university, reimbursement is limited to the cost of three (3) semester resident undergraduate on-campus tuition credits at Michigan State University in any one year of this Agreement. Any credits that are not used in one school year may not be transferred to any subsequent year. C. A satisfactory grade Notwithstanding the preceding paragraph, Paraprofessionals are eligible for additional reimbursement of C or higher or equivalent is required for reimbursement, and a copy of up to three (3) credits per year at up to the course transcript showing satisfactory completion, along Lansing Community College rate with a copy of final approval from the approved reimbursement application, a copy of the registration or receipt showing the amount paid, and a taxability of tuition reimbursement Interoffice Communication Human Resources Department. Any Paraprofessional on layoff status who has not obtained subsequent employment 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 eligible for tuition reimbursement has been approved, the Employer will reimburse the cost of tuition as provided above. Approved tuition reimbursements shall be paid outlined above for up 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 years from the date of school, separation. X. Xxxxx for reimbursement will be submitted on a Tuition Reimbursement Form after completion of the Employer shall send a letter requesting course. A copy of the employee notify the Employer grade report (for credit courses) and evidence of whether the employee intends to continue to attend school. If the employee does not attend school during the following two (2) terms then actual tuition amount paid by the employee must reapply for tuition reimbursement when attendance resumes. G. When an employee completes an educational programaccompany submission of the claim. For courses not granting academic credit, 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) also submit a statement substantiating successful completion of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of applicationclass.

Tuition Reimbursement. A. The Employer Teachers completing additional college training will reimburse receive a fullmaximum amount of three hundred twenty five dollars ($325.00) per hour. B. Each bargaining unit member may receive up to two thousand dollars ($2000.00) in any fiscal year. Each fiscal year of this Agreement, the Board shall budget a total of thirty thousand dollars ($30,000.00) for tuition reimbursement under this Article. If and when the thirty thousand dollars ($30,000.00) budgeted has been exhausted through disbursement in a given school year, bargaining unit members who have requested and are qualified for reimbursement under the terms of this Article will have first priority for reimbursement the following school year. Holdovers (those who have to wait until the following year to be reimbursed) who have resigned, been non-time employee renewed or terminated shall not receive reimbursement. Employees who take approved leave or are impacted by a reduction in force shall be eligible for reimbursement. A course will be eligible for reimbursement based upon the cost date of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter completion of the specific course or course course. C. Courses must be approved by the Superintendent in advance of study is job-related the first class meeting and the tuition costs do reimbursement cannot exceed those found at a state university. The employee must receive approval actual tuition or workshop expenses as shown by receipt from the Chief prior university or employee expense forms. D. Reimbursement will be received following successful completion of the course(s) or workshop(s) and submission of a grade, sheet, transcript, or certificate of completion to taking the Treasurer's office for verification. Reimbursement will be in the next budgetary payment cycle following the treasurer's receipt of all paperwork necessary for reimbursement. Paperwork must be submitted no later than six months following the completion of the course. Tuition The date the Treasurer's office receives the paperwork necessary for reimbursement shall will determine when payment is made. E. Included in the $2,000.00 as mentioned in B above, fees, mileage, and meals up to a total of $200 for workshop expenses will be approved for all joballowable. F. When a unit member's contract is resigned, non-related undergraduate and graduate work. A request for tuition renewed, or terminated, the unit member shall not be unreasonably denied. B. If an employee receives eligible to receive reimbursement for any courses taken during the semester in which the resignation, non-renewal, or termination is effective unless the course was completed before the date the board accepts the resignation or termination. Employees who take approved leave or are impacted by a scholarship, the total amount of the reimbursement from the Employer, combined with the scholarship, reduction in force 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 be eligible 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 reapply for tuition reimbursement. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.

Tuition Reimbursement. A. The Employer Tuition will reimburse a full-time employee be reimbursed for coursework that directly supports the cost attainment of tuition in accordance with Regulation 10.12.060 and for the cost school improvement goals. Approval will include coursework that is part 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 coursean advanced content area degree. Tuition reimbursement will be limited to (6) semester hours per semester, unless the Superintendent approves the enrollment in eight (8) semester hours per semester. The Board shall pay one hundred thirty-five dollars ($135.00) toward tuition for each one (l) semester graduate credit or one hundred dollars ($100.00) per quarter graduate credit taken by a teacher at a recognized college or university. To be approved eligible for all job-related undergraduate and graduate worksuch reimbursement teachers must have advanced approval for the course(s) from the superintendent. A request for tuition shall not be unreasonably denied. B. If an employee receives The superintendent will form a scholarshipProfessional Development Committee to help determine if the requested course directly supports the attainment of school improvement goals provided, however, the total amount of superintendent shall make 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 final determination. The teacher must submit an official 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 gradescompletion of the course(s). Tuition reimbursement will be made to the teacher within one (1) year from the date of completion of the course and transcripts are received, providing they are still in the service of the district. D. 8.2.1. For employees who otherwise qualify for the District’s tuition reimbursement program under this provision, the District shall pay 100% of the employee’s tuition costs for degree programs or coursework at institutions approved in advance by the Superintendent. The degree program or coursework must have direct benefit to the District as determined by the Board of Education in its sole discretion. Employees will be selected and approved at the sole discretion of the Board of Education. The Board’s decision whether to approve a degree program or coursework and the Board’s decision whether to select and/or approve an employee for this benefit shall not be subject to the grievance/arbitration procedure. In the event the Employer directs an employee to attend any formal training coursewho has received such tuition reimbursement from the District voluntarily ends his or her employment with the District within three (3) school years of completion of the degree program or the last course taken for which reimbursement was paid, the employee shall, by June 30 of the following year, pay back to the District the tuition reimbursed hereunder pursuant to the following schedule: • If the employee works less than one (1) full school year following completion of the program and/or coursework – employee shall repay 75% of the tuition costs of all books and incidental fees will be paid covered by the EmployerDistrict. “Life experience” credits will • If the employee works at least one (1) but less than two (2) full school years following completion of the program and/or coursework – employee shall repay 50% of the tuition costs covered by the District. • If the employee works at least two (2) but less than three (3) full school years following completion of the program and/or coursework – employee shall repay 25% of the tuition costs covered by the District. Any teacher who is involuntarily terminated or resigns in lieu of an involuntary termination recommended or sought by the Administration shall not be reimbursed on a per-credit basis, not required to exceed reimburse the University of Washington tuition rates. E. Once a request district for tuition under this agreement. Should an employee participating in the above program remain employed with the District but fail to complete the designated degree program or coursework, or not make satisfactory progress toward completion, as determined solely by the Board, tuition reimbursement has been approved, for such employee shall revert to the Employer will reimburse rate described in section 8.3 of the cost of tuition as provided abovecollective bargaining agreement. Approved tuition reimbursements shall be Any reimbursement above the amount specified in section 8.3 previously paid to the employee within sixty (60) calendar days of timely submission under this program shall be paid back 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 District by the employee notify by June 30 of the Employer of whether year following 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 year the tuition reimbursement list. If reverted to the employee pursues an additional degree then the employee must reapply for tuition reimbursementrate in 8.3. H. No more than twenty-five percent (25%) of the bargaining unit members shall receive tuition reimbursement at any given time. If at any time the maximum twenty-five percent (25%) limit is reached, then all subsequent requests for tuition reimbursement shall be placed on a waiting list in order of the date of application.