Common use of Tuition Reimbursement Clause in Contracts

Tuition Reimbursement. 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full ‌ The City supports and encourages employees to increase skills by continuing education through tuition reimbursement. A. A full-time (at least 3/4 time) permanent or provisional employee covered by this contract is eligible for financial assistance 100% tuition reimbursement for achieving a grade of A in an approved course, 80% tuition cost reimbursement for college or university achieving a grade of B in an approved course, 60% for achieving a grade of C in an approved course. In courses taken in that are graded on a technicalpass/fail basis, undergraduate80% tuition reimbursement will be granted for a passing grade, or graduate program after one (1) complete year of full time County employment0% reimbursement for a failing grade. The Employer shall reimburse fifty percent (50%) of tuition cost of Reimbursement for up to a maximum of $1,000.00 six credit hours is available per year ifacademic session under the following conditions: 1. Recommended by The employee has completed his probationary period or six months of employment, whichever comes first, before the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,course begins. 2. The course education or training is obtained from an accredited school during non-working hours. An agency may allow courses to be taken meets one (1) of the following criteria: (a) it during work hours, provided vacation and/or compensatory time 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 Courtused. 3. Under special circumstances a supervisor may authorize an employee The course is job-related 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 TIMEthe employee's current position or to his future City development and promotion. 4. Prior to being reimbursed Request for reimbursement is filed before course registration using the designated form. The reimbursement is only for tuition expenses. Lab fees, etc. are not reimbursable. Funds from the Agency's budget must be available. If authorized by his or her department, an employee must present to may receive 60% of the Employer a receipt for payment and proof reimbursement amount upon course approval by the Director of a Human Resources. The balance shall be reimbursed at course completion based on grade of C (or its equivalent) or higherachieved. 5. Employees eligible for education compensation under A receipt of tuition payment and a grade report is submitted within 30 days after the veterans G.I. Xxxx academic session ends. A grade of at least "C" or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefitsequivalent must be achieved in each course. 6. Reimbursement includes tuition only Human Resources Department will monitor for consistency and does not include registrationfairness, books, lab fees, etcand 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. Reimbursement is subject to and conditioned upon money being appropriated in The rate of reimbursement shall be capped at the Employer's budget undergraduate credit hour rate at the University of Cincinnati. In no event shall an employee be reimbursed for this specific purpose and employees must apply for the tuition reimbursement by August prior to the more than twenty-four (24) quarter hours or sixteen (16) semester hours per calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processyear. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee Employees will be required to reimburse remain employed with the Employer on City for a prorated basis for tuition reimbursement received as follows:minimum of two

Tuition Reimbursement. 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 A. For each year of full this Agreement, regular full-time County employment. The Employer teachers shall reimburse fifty be reimbursed at one hundred percent (50100%) of the Portland State University rate appropriate for the course based on the PSU tuition cost 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 a maximum of $1,000.00 six (6) term hours or four (4) semester hours per year iffor 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. Recommended by the employee's supervisor and approved by the Chief Judge Any term/semester hours in excess of the applicable Court prior above, may be submitted for reimbursement during ensuing fiscal years up to enrollment 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 course; and,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 salary advancement. This decision shall be made as part of the approval process. C. Applications for reimbursement shall be filed with the District Office and must be accompanied by a fee receipt and evidence of course completion. Alternatively, prepayment of tuition may be allowed in one of two ways: First, the teacher and District may agree upon a direct prepayment by the District to the institution providing the course; or second, upon presentation of proof of payment for course hours, tuition reimbursement will be paid to the 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 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 District should the individual cease work for the District. If a teacher does not 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 which were advanced for the following year. 2. If the 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 meets one (1) 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 employed by the District for the following school year shall not be eligible for tuition reimbursement. F. The District may conduct in-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 following criteria:funds provided in Section A of this Article to cover the costs of such training. Teachers will be involved in the formulation and development of in-service programs. G. Any teacher enrolled in a Masters, Doctoral or required 5th year program shall be permitted up to an additional three (a3) it is directly job related, as determined by 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 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 necessary credits for advancement to a higher classification in employment with educational level, advancement on 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, salary schedule will be either the employee must present first contract day of the school year or April 1 if proper verification of successful course completion has been submitted to the Employer a receipt for payment and proof District on or before November 1 or May 1, respectively, 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 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 tuition reimbursement by August prior to the calendar year for in which the funds hours are requested so the applicable court can seek funding for the request through the annual budget processearned. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered by this contract is The Board of Education recognizes that study at an accredited college, university or vocational program may enable a bus driver to provide better educational opportunities. The district shall provide for prorated tuition reimbursement for those successfully completed courses which have received prior approval from the superintendent/designee. Courses eligible for financial assistance for prorated tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full time County employmentreimbursement shall meet the approval criteria established by the superintendent/designee. The Employer association may submit and discuss with the superintendent/designee a list of recommended criteria. The criteria established by the superintendent/designee shall reimburse fifty percent (50%) 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 cost reimbursement for all support staff, including but not limited to: bus drivers, Local 60 clerical staff, instructional assistants, food service employees and nurses. 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 up to a maximum approved credit hours. The quotient shall be the amount of $1,000.00 money available per year ifcredit hour for reimbursement, within the following limitations: 1. Recommended The maximum dollar amount of reimbursement per credit hour shall notexceed that which is charged by the employee's supervisor and approved by the Chief Judge University of the applicable Court prior to enrollment in the course; and,Missouri, St.Louis; 2. The Any course taken meets one (1) of the following criteria: (a) it for which no tuition cost is directly job related, as determined incurred by the Chief Judgebus driver shall notbe reimbursed under this proposal; (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 The maximum number of credit hours per bus driver for reimbursement inany fiscal year shall be nine credit hours. HOWEVER, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIME.; 4. Prior Incidental costs, including but not limited to being textbooks, supplies, registration fees and parking fees shall not be reimbursed for tuition expensesunder thispolicy. Upon successful completion of the course, the employee an official transcript or an original report card, along with verification of payment must present be sent to the Employer a receipt assistant superintendent 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 have to exhaust their other benefits prior to being eligible for Employer education benefits. 6Human Resources. Reimbursement includes tuition only shall be made no later than 6 weeks after each period ends and does not include registration, books, lab fees, etcfollowing the receipt of the official transcript or report card and verification of payment. No payment shall be made to bus drivers who are no longer with the district at the time of reimbursement. 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full The City will reimburse permanent full-time employees for the cost of tuition 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 tuition (exclusive of lodging and meals) and the total cost of 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 must be approved in advance by the employee’s Department Head and the 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 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 contract provision must be taken on the employee’s time or on authorized vacation leave. F. The employee must exhibit some reasonable expectation of qualifying for the new position upon successful completion of the study course if that was the reason for the course. G. The tuition and other covered expenses shall be paid in advance by the City upon the pre-authorization of the course by the Department Head and the Director of Human Resources. Proof of completion must be provided to the Human Resources Department. H. In no event shall the amount of this City-paid benefit be reduced when there is eligible for financial assistance for tuition an outside source of aid except in those cases where the aid from any outside source, plus the amount of the City-paid benefit, exceeds the 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 and study material for the approved study course. I. The procedure to be followed with regard to the administration of up to a maximum of $1,000.00 per year if: 1. Recommended the tuition payment program shall be established 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. 4Human Resources Department. Prior to being reimbursed for tuition expensesthe implementation of any revisions to the procedure, the employee must present Human Resources Department will meet with STA to review the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higherchanges. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event J. If the employee does not continue pass the pre-authorized course or separates from City employment for before completing the prescribed periodcourse, the employee will be is required to reimburse the Employer on a prorated basis City for tuition reimbursement received as follows:any payment made by the City under this provision.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance 1. Eligibility 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 reimbursement is subject 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 The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the Chief Judge;appointing authority and the Commissioner of Human Resources or designee(s). (b) it The course is in preparation of post-secondary and/or graduate level taken at a job related promotion;properly accredited educational institution. (c) it is required As determined by the State, the course must: (1) Increase the employee’s expertise in his or is elective subject mandatory to obtain a diploma, certificateher present position, or undergraduate other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree in preparation for advancement program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to a higher classification in employment with the Courtreview and discuss administrative guidelines concerning implementation of this program. 3. Under special circumstances An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a supervisor may authorize course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee 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 TIMEand the State. 4. Prior to being reimbursed Written requests for tuition expenses, the employee must present reimbursement will be first submitted to the Employer a receipt for payment and proof of a grade of C (employee’s own department which may determine if its own department’s funds will be allocated in whole or its equivalent) in part. Such decision shall not be subject to appeal or highergrievance. 5. Employees eligible The employee may then request reimbursement from the Tuition Reimbursement Fund, for education compensation under any remainder. The application shall be submitted to the veterans G.I. Xxxx or other government sponsored programs Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will have indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to exhaust their other benefits prior cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to being eligible determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for Employer education benefits. 6courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Reimbursement includes tuition Applications will 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 be accepted for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processcurrent semester. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. 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:‌ (aA) it is directly job relatedThe employee has completed his/her probationary period or six months of employment, as determined by whichever comes first, before the Chief Judge;course begins. (bB) it The education or training 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 obtained from an employee to attend classes accredited school during normal non- working hours. HOWEVERAn agency may allow courses to be taken during work hours, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEprovided vacation and/or compensatory time is used. 4(C) The course 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 designated form. Prior to being reimbursed The reimbursement is only for tuition expenses, the employee must present to the Employer a receipt for payment expenses and proof of a grade of C (or its equivalent) or higher. 5approved lab courses. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 Lab fees, etc. are not reimbursable. Funds from the 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. 7(E) A receipt of tuition payment and a grade report is submitted within 30 days after the academic session ends. Reimbursement is subject to A grade of at least “C” or equivalent must be achieved in each course. (F) The Human Resources Department will monitor for consistency and conditioned upon money being appropriated in the Employer's budget for this specific purpose fairness, and will meet with CODE and employees must apply when requested. Final determination regarding course relatedness or accreditability shall be made by the Human Resources Director. The rate of reimbursement shall be capped at the undergraduate credit hour rate at the University of Cincinnati (Main Campus / “Uptown”). In no event shall an employee be reimbursed for the tuition reimbursement by August prior to the more than twenty-four (24) quarter hours or sixteen (16) semester hours per calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processyear. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3G) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee Employees will be required to reimburse remain employed with the Employer on City for a prorated basis for tuition minimum of two (2) years after receipt of the last reimbursement received as follows:payment. If an employee leaves City employment prior to the expiration of that two (2) year period, he/she will be required to refund the City a pro rata amount. Exceptional cases will be reviewed by the Human Resources Director upon a case-by-casebasis.

Tuition Reimbursement. All full-time employees who have completed one or more years of continuous active service prior to the date of the 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 up to two thousand dollars ($2,000) for courses for continuing education voluntarily undertaken by the employee which is directly related to the employee's job duties. Reimbursement shall not exceed a combined total of five thousand five hundred dollars ($5,500) per calendar year for undergraduate and graduate studies. Such tuition reimbursement shall be taxable if required by law. The tuition reimbursement program shall be subject to the following conditions: (A) No employee on an unpaid leave of absence, unauthorized leave of absence, disability leave or injury leave may apply for tuition reimbursement. (B) 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. (C) Tuition reimbursement shall be 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 regular 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 case-by-case basis. “Distance learning” and similar fees related to enrollment in 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 time tuition reimbursement the employee covered by this contract is eligible for financial assistance 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 college 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 university death) must repay the tuition reimbursement, paid by the City for courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full within the following 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 frames based on the employee's supervisor and approved termination date (pay back period to be based on the date the course or semester ended, not the date of payment by the Chief Judge of City): 2 years - undergraduate studies/graduate studies 3 years - X.X./PhD studies Any amounts due to the applicable Court prior to enrollment in City under this pay back requirement shall be deducted from the course; and, 2employee's final paycheck. The course taken meets one (1) employee shall make arrangements for payment 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 any additional balance due with the CourtDepartment of Human Resources before his/her last day of employment. 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance for As a professional development incentive, tuition cost for college or university reimbursement shall be provided to unit members taking courses taken in a technical, undergraduate, or graduate program after one (1) complete year which strengthen individual competencies and/or enhance the achievement 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:district goals. 1. Recommended by 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 course of study shall be directly related to the employee's supervisor and ’s primary job responsibilities. 2. A bargaining unit member may request reimbursement for the cost of 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 a fiscal year. The course or seminar must be approved by the Chief Judge of the applicable Court supervising administrator, 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 Courtregistration. 3. Under special circumstances a supervisor The period in which the nine hours may authorize an be taken extends from the fall term to the succeeding fall term for the particular institution the 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 TIMEis attending. 4. Prior Tuition reimbursement shall be available for Bachelor and graduate level courses that are required by a formal course of study leading 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 higherdegree. 5. Employees eligible The per credit hour reimbursement shall not exceed $150 with an annual cap for education compensation under the veterans G.I. Xxxx or other government sponsored programs will have bargaining unit of $50,000 to exhaust their other benefits prior be awarded to being eligible for Employer education benefitsemployees on a first come, first-served basis. 6. Reimbursement includes tuition only and does not include registration, books, lab fees, etcCourses must be completed during the individual’s employment period. 7. Reimbursement is subject To obtain tuition reimbursement, the employee shall submit the following documentation to Compensation Administration: a. the official transcript (with raised seal) indicating successful completion of the course(s) and conditioned upon money being appropriated in the Employer's budget for this specific purpose and employees must apply for credits earned; b. verification from the college/university of the tuition reimbursement by August prior to paid (Form FT1); and c. the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processemployee’s supervising administrator’s advance written approval. 8. Tuition reimbursement is subject to all IRS required tax withholdingsRequired documentation must be submitted no later than six months after the end of the term/semester during which the course was completed or within six months after official establishment of degree candidacy. 9. Repayment to Employees who have applied for and are participating in the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three Deferred Retirement Option Program (3DROP) years following completion of coursework. In the event the employee does are not continue employment eligible for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:reimbursement.

Tuition Reimbursement. Any regular full Training and certification testing will be reimbursed at the rate of seventy-five (75) percent of the cost of 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 advance of training by the superintendent, utilizing the request for educational coursework or skills training participation form, at which time employee covered by this contract is expenses shall be determined. Annually authorized individuals are not eligible for financial assistance tuition 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 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 degree or lane change through classes taken under the tuition reimbursement benefit, the following shall apply: If the reimbursement is for tuition cost ten (10) or more credits, it is understood that the employee will continue service to NC RESA for college or university courses taken in a technicalat least two (2) years. If the reimbursement is for less than ten (10) credits, undergraduate, or graduate program after it is understood that the employee will continue service to NC RESA for at least one (1) complete year of full time County employmentyear. The Employer shall reimburse fifty percent (50%) of tuition cost of up If the employee chooses 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 depart employment prior to enrollment in the course; and, 2. The course taken meets one (1) of the following criteria: or two (a2) 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 expensesyear commitment, the employee must present will repay 50% of the tuition to the Employer NC RESA. If an employee receives a receipt for payment and proof of a grade of C (degree or its equivalent) or higher. 5. Employees eligible for education compensation lane advancements under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to benefit, and is subsequently laid-off before the calendar one (1) or two (2) year for which requirement is met, the funds are requested so following shall apply: • If the applicable court can seek funding for employee accepts a recall within 5 years as per section 11.2, the request through one (1) or two (2) year requirement would be held in abeyance during the annual budget process. 8time of the lay- off, and would be reinstated when the employee is recalled. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event • If the employee does not continue employment for accept a recall within 5 years as per section 11.2, 50% of the prescribed period, the employee tuition will be required re-paid to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:NC RESA.

Tuition Reimbursement. Any The 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 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 full time employee covered by this contract 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 fiscal year (July 1 – June 30). 5. Employees applying for tuition reimbursement must provide to the Vice Chancellor for Human Resources 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 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 financial assistance for tuition cost for college or university courses taken reimbursement in a technical, undergraduate, or graduate program after one (1) complete year of full time County employmentfuture years. 7. The Employer shall reimburse fifty percent (50%) maximum total of tuition cost of and fees paid to any individual will be equal to $350 per credit hour up to a maximum of $1,000.00 3,500 per year if: 1fiscal year. Recommended by If tuition and fees are less than $350 per credit hour, reimbursement will be for the employee's supervisor and approved by the Chief Judge amount 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processactual receipt. 8. Tuition reimbursement Continuing education courses will be reimbursed only if a grade is subject to all IRS required tax withholdingsawarded. 9. Repayment Courses at other colleges and universities that are equivalent to Oakland Community College classes are not eligible for tuition reimbursement. 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 Employer in one lump sum will be required by an guidelines listed above and subject to the maximum fees shown above. 12. Each employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In must complete the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received application form as follows:a prerequisite to receiving tuition reimbursement payments.

Tuition Reimbursement. Any regular full ‌ 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 recipient must be a permanent, full-time employee covered 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 this contract is eligible 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 financial assistance a grade of A, 80% for tuition cost for college a grade of B, or university courses taken a passing grade in a technicalpass/fail course, undergraduateand 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 graduate (3) elective and/or required courses in a degree program after 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 be sent to the Finance Department, 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 copy retained by the employee's supervisor Personnel Office, and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2. The course taken meets 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 following criteria: (a) it is directly job relatedend of the academic session The department will then forward the receipt, as determined by the Chief Judge; (b) it is in 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 job related promotion; (c) it is required present employee could eventually take a promotional or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to open exam and which has 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 pay scale than his 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of courseworkjob. In the event of a question as to the employee does not continue employment for appropriateness of a course, or as to the prescribed periodreasonableness of a promotional opportunity, the City Personnel Officer shall be the deciding authority. In case of a full-time employee who is also a full-time student paying a flat rate, the amount to be reimbursed will be required determined by dividing the number of hours taken into the tuition or instructional fee (not including any general or special fees) to reimburse get the Employer employee's cost per credit hour which shall be reimbursed as provided in Section 32.13(A)(iii). Except for financial assistance received because of service in the armed forces, those employees who are receiving other financial aid will be reimbursed based on a prorated basis for their actual tuition reimbursement received as follows:expense.

Tuition Reimbursement. Any regular full time employee covered by this contract is The Board of Education recognizes that professional study at an accredited college, university or vocational program may enable a nurse to provide better educational opportunities. The district shall provide for prorated tuition reimbursement for those successfully completed courses which have received prior approval from the superintendent/designee. Courses eligible for financial assistance for prorated tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full time County employmentreimbursement shall meet the approval criteria established by the superintendent/designee. The Employer Association may submit and discuss with the superintendent/designee a list of recommended criteria. The criteria established by the superintendent/designee shall reimburse fifty percent (50%) 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 cost reimbursement for all support staff, including but not limited to nurses, Local 60, clerical staff, instructional assistants, food service workers and bus drivers. Any sum not expended 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 up to a maximum approved credit hours. The quotient shall be the amount of $1,000.00 money available per year ifcredit hour for reimbursement, within the following limitations: 1. Recommended The maximum dollar amount of reimbursement per credit hour shall not exceed that which is charged by the employee's supervisor and approved by the Chief Judge University of the applicable Court prior to enrollment in the course; and,Missouri, St. Louis; 2. The Any course taken meets one (1) of the following criteria: (a) it for which no tuition cost is directly job related, as determined incurred by the Chief Judgenurse shall not be reimbursed under this proposal; (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 The maximum number of credit hours per nurse for reimbursement in any fiscal year shall be nine credit hours. HOWEVER, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIME.; 4. Prior Incidental costs, including but not limited to being textbooks, supplies, registration fees and parking fees shall not be reimbursed for tuition expensesunder this policy. Upon successful completion of the course, the employee an official transcript or an original report card, along with verification of payment must present be sent to the Employer a receipt for payment and proof of a grade of C (superintendent or its equivalent) or higher. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefits. 6designee. Reimbursement includes tuition only shall be made no later than 6 weeks after each period ends and does not include registration, books, lab fees, etcfollowing the receipt of the official transcript or report card and verification of payment. No payment shall be made to nurses who are no longer with the district at the time of reimbursement. 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. 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:‌ (aA) it is directly job relatedThe employee has completed his/her probationary period or six months of employment, as determined by whichever comes first, before the Chief Judge;course begins. (bB) it The education or training 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 obtained from an employee to attend classes accredited school during normal non- working hours. HOWEVERAn agency may allow courses to be taken during work hours, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEprovided vacation and/or compensatory time is used. 4(C) The course 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 designated form. Prior to being reimbursed The reimbursement is only for tuition expenses, the employee must present to the Employer a receipt for payment expenses and proof of a grade of C (or its equivalent) or higher. 5approved lab courses. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 Lab fees, etc. are not reimbursable. Funds from the 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. 7(E) A receipt of tuition payment and a grade report is submitted within 30 days after the academic session ends. Reimbursement is subject to A grade of at least “C” or equivalent must be achieved in each course. (F) The Human Resources Department will monitor for consistency and conditioned upon money being appropriated in the Employer's budget for this specific purpose fairness, and will meet with CODE and employees must apply when requested. Final determination regarding course relatedness or accreditability shall be made by the Human Resources Director. The rate of reimbursement shall be capped at the undergraduate credit hour rate at the University of Cincinnati (Main Campus / “Uptown”). In no event shall an employee be reimbursed for the tuition reimbursement by August prior to the more than twenty-four (24) quarter hours or sixteen (16) semester hours per calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processyear. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3G) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee Employees will be required to reimburse remain employed with the Employer on City for a prorated basis for tuition minimum of two (2) years after receipt of the last reimbursement received as follows:payment. If an employee leaves City employment prior to the expiration of that two (2) year period, he/she will be required to refund the City a pro rata amount. Exceptional cases will be reviewed by the Human Resources Director upon a case-by-case basis.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance for tuition cost for WCPS will reimburse all unit members who are participating in courses at an approved and accredited 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 for a maximum of nine (9) credit hours per year. Courses must be pre-approved and will be reimbursed at a rate of three hundred fifty dollars ($1,000.00 350) per year if: 1credit hour earned and are subject to the available funds of six hundred twenty-five thousand dollars ($625,000.00) per year. Recommended by the employee's supervisor and approved by the Chief Judge Employees receiving tuition reimbursement will commit to a minimum of the applicable Court two (2) years of subsequent continued employment with WCPS. If an employee voluntarily leaves WCPS prior to enrollment in fulfilling his/her two-year obligation, the course; and, 2unit member will reimburse WCPS for paid tuition for the previous two fiscal years. The course taken meets Within one (1) year of the following criteria: (a) it is directly job relatedtuition reimbursement: 100% reimbursement owed to WCPS Within two years of tuition reimbursement: 50% reimbursement owed to WCPS ● Unit members leaving due to retirement, 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 diplomanon-renewal, certificatetermination, or undergraduate degree in preparation 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 advancement up 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion additional credit hours subject to available funds and payable at the end of courseworkthe fiscal year. In Unit members must be active employees at the event time of the employee does not continue employment for request, while coursework is being completed, and when reimbursement is requested. The unit member must file the prescribed period, the employee will be required to reimburse the Employer on a prorated basis completed request for tuition reimbursement received as follows:with 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 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 for travel and class attendance. Eligible bargaining unit members shall be reimbursed by WCPS within a timely manner upon receipt of a reimbursement request, official transcript, and proof of payment. Reimbursement requests will be processed only for grades of “B” or higher.

Tuition Reimbursement. Any regular full ‌ 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 recipient must be a permanent, full-time employee covered 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 this contract is 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. Correspondence courses are not eligible for financial assistance reimbursement except for tuition cost the Open Learning Program, which is administered by the University of Cincinnati in cooperation with the International Association of Fire Fighters. iii. The agency or department can reimburse at a rate equal to 100% for college a grade of A, 80% for a grade of B, or university courses taken a passing grade in a technicalpass/fail course, undergraduateand 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 graduate (3) elective and/or required courses in a degree program after 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 2007 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 be sent to the Finance Department, 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 copy retained by the employee's supervisor Personnel Office, and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2. The course taken meets 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 following criteria: (a) it is directly job relatedend of the academic session The department will then forward the receipt, as determined by the Chief Judge; (b) it is in 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 annual budgets. v. A reasonable promotional opportunity is considered any position in the City service for which a job related promotion; (c) it is required present employee could eventually take a promotional or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to open exam and which has 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 pay scale than his 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of courseworkjob. In the event of a question as to the employee does not continue employment for appropriateness of a course, or as to the prescribed periodreasonableness of a promotional opportunity, the City Personnel Officer shall be the deciding authority. In case of a full-time employee who is also a full-time student paying a flat rate, the amount to be reimbursed will be required determined by dividing the number of hours taken into the tuition or instructional fee (not including any general or special fees) to reimburse get the Employer employee's cost per credit hour which shall be reimbursed as provided in Section 32.13(A)(iii). Except for financial assistance received because of service in the armed forces, those employees who are receiving other financial aid will be reimbursed based on a prorated basis for their actual tuition reimbursement received as follows:expense.

Tuition Reimbursement. Any regular full time employee covered 31.1 It is agreed between the parties that the tuition reimbursement program is designed to encourage City employees to improve their job performance and increase their value to the City by this contract is eligible for financial assistance for tuition cost for college or university pursuing courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full time County employmentstudy related to their job duties at accredited educational institutions. The Employer policy governing the tuition reimbursement program is intended to be flexible, with broad discretion for approval reserved to the Department Director and the City Manager so as to insure on-the-job effectiveness of City employees. Tuition reimbursement shall reimburse fifty percent (50%) not be subject 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 cost of costs up to a maximum of $1,000.00 4,000.00 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 Courtcalendar year. 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 31.5 To be eligible for tuition expensesreimbursement, the employee must present successfully complete the course work and provide evidence of successful completion to the Employer a receipt for payment and proof of City. Successful completion must be evidenced by a grade of C ("C" or its equivalent) or higherbetter. 5. Employees eligible 31.6 Procedures for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an as follows: A. The employee who voluntarily resigns or is discharged from employment within must obtain three (3) years following completion copies of courseworkthe Application for Tuition Reimbursement form for each course from their department or the Human Resources Department. B. The employee must complete the application in triplicate and submit it to his/her Department Director prior to registration at the education institution. C. 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 not approved, it is then returned to the employee by the Department 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 employee does not continue employment resigns or is terminated from the City within one (1) year following completion of the course(s) for which City funds have been expended, the prescribed period, amount of tuition reimbursement paid to the employee will be required reimbursed to reimburse the Employer on City by the employee upon his/her termination from the City through a prorated basis deduction from his/her final paycheck. 31.8 Upon completion of the course work, the employee must 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 received as follows:along with the employee’s semester grade report to the Finance Department who shall then reimburse the 31.9 Notwithstanding the above, tuition reimbursement requests shall be 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 suspension period.

Tuition Reimbursement. Upon the recommendation of his/her Department Director and approval by the Human Resources Director, any regular employee may be reimbursed for accredited course work directly related to his/her job which is considered as valuable training for personal development and promotion in the career service of the City. Said recommendation and approval must be made on Personnel Form No. 15, "Tuition Reimbursement Form." Each completed form should be supplemented by official documentation of the nature and scope of the proposed educational or training program, including an estimate of the total costs required for such course work. Department Directors must indicate their approval by signing the form prior to submission to the Human Resources Department. Such tuition reimbursement shall be governed by the following: 1. Any full-time 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 may be reimbursed up to a maximum of $1,000.00 500 per fiscal year for tuition and/or registration fees incurred for course work, which has prior approval as provided above, through accredited high schools, trade schools, correspondence schools, colleges and universities. The City shall provide for books, parking and related incidental costs, excluding transportation expenses, not to exceed the maximum allowance. a. A PBLE may receive prorated compensation based on the number of hours worked per week (e.g., .5 PBLE shall receive $250 per fiscal year and .75 PBLE shall receive $375 per fiscal year). 2. Reimbursement will not be granted if: 1. Recommended a. The employee is receiving funds for the same course work from another source (i.e. G.I. Bill, scholarship, etc.) b. The course work is required as a condition of original employment as evidenced by a temporary written waiver of the minimum educational requirements by the employee's supervisor Department Director and approved written acceptance of such conditions by the Chief Judge of the applicable Court prior to enrollment affected employee. c. The employee is participating exclusively 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 an Intern Program with the CourtCity. d. The employee fails to achieve a grade of or equivalent to "C" or “pass” or above in each course taken. 3. Under special circumstances Upon completion of the approved course(s), the employee must submit a supervisor may authorize certificate of completion and/or a report of grades and an employee official receipt for tuition and/or registration fees and/or incidental costs 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 TIMEthe Human Resources Department for final reimbursement approval. 4. Prior When an employee is directed by the City Manager to being reimbursed for tuition expensesparticipate in a particular course, seminar or conference, all expenses and costs will be paid by the City; provided, however, notwithstanding any other provisions of these rules, the employee must present to approval of courses involving tuition reimbursement or prepaid training programs shall in all cases be governed by the Employer a receipt for payment and proof availability of a grade of C (or its equivalent) or higherfunds. 5. Employees eligible If an employee voluntarily resigns his/her employment with the City or is terminated for education compensation under disciplinary reasons within six (6) months after receiving reimbursement for voluntary training, educational programs or course work, such employee shall reimburse the veterans G.I. Xxxx City for all monies paid him/her both for course work in which he may be currently enrolled or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefitscourse work completed dating six (6) months from his/her termination date. 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 During the Employer's budget for term of this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed periodAgreement, the employee will be required parties agree to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:discuss education incentive pay.

Tuition Reimbursement. Any regular full time employee 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 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 department offers tuition reimbursement to employee(s), where eligible, employees covered by this contract is eligible for financial assistance 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-credit-hour cost of tuition 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 college such tuition reimbursement program shall only be reimbursed upon presenting written documentation of successful completion of the course. Tuition reimbursement shall not be made unless the course pertains to career opportunities related to the employee's current Department. No employee shall receive reimbursement for more than two courses in any one semester or university courses taken in a technicalterm. Tuition reimbursement shall not be denied to permanent employees solely on the basis of employment type. The procedures to be used for application, undergraduate, or graduate program after one (1) complete year approval and verification of full time County employmentsuccessful completion shall be established by the Departments. The Employer shall reimburse fifty percent (50%) of tuition cost of up agrees that any system adopted will attempt 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, 2treat similarly situated employees fairly. The course taken meets one (1) provisions of the following criteria: (a) it is directly job related, as determined by the Chief Judge; (b) it is this Article shall not apply 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 those cases where the Employer requires employees to take a receipt course(s) as part of their assigned duties. The question of administrative leave for payment and proof of obtaining Continuing Education Units shall be a grade of C (or its equivalent) or higherproper subject for secondary negotiations. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered by Section 1. The purpose of this contract Article is to provide an incentive for bargaining unit employees to continue their education and training in job-related programs that will improve their skills and abilities in performing their job responsibilities. Section 2. The City will reimburse employees up to 100% of the cost of tuition and/or proficiency examinations incurred in pursuing a job-related educational program leading to an Associate, Bachelor’s or Master’s degree from any institution of higher education. The following reimbursement will apply: Grade "C" or higher = 100% Proficiency exams and/or courses without grades given will be reimbursed at 100%. Annual maximum reimbursement will not exceed $1500.00. Section 3. On or before August 15 of each year, each member will complete an education request form indicating his or her intention to enroll in continuing education for the following calendar year. The member will indicate his or her name, degree sought, the courses to be taken in the following calendar year, and an explanation as to how such courses of study relate to the employee’s job responsibilities. All such requests will be subject to the approval of the Chief, which approval must be obtained in writing before enrolling in the course(s). Section 4. To be eligible for financial assistance for tuition cost for college reimbursement, the member must have successfully completed the course with a grade of “C” or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year better. Reimbursement will be made within 30 days following receipt 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 ifthe following information: 1. Recommended by the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,A transcript or grade report. 2. The course taken meets one (1) A receipt indicating the amount of the following criteria: (a) it is directly job related, as determined tuition paid 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 Courtmember. 3. Under special circumstances a supervisor may authorize an employee An authorization form permitting the City 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, deduct the employee must present to amount of the Employer a receipt for payment and proof of a grade of C (reimbursement from his or its equivalent) her final pay check should the member terminate his or higher. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from her employment within three (3) years following completion one year of courseworkcompleting the course, for whatever reason. In the event the employee does final check(s) do not continue employment for cover the prescribed periodtuition reimbursed the member by the City, the employee member will be required to reimburse make payment to the Employer on a prorated basis City, to the extent the tuition reimbursed exceeds the final check(s). Section 5. In order to be eligible for tuition reimbursement received as follows:reimbursement, the member must have one year of continuous service with the City and must have obtained each of the various certifications required in the member’s job description.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance 1. Eligibility 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 reimbursement is subject 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 The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the Chief Judge;appointing authority and the Commissioner of Human Resources or designee(s). (b) it The course is in preparation of Post-secondary and/or graduate level taken at a job related promotion;properly accredited educational institution. (c) it is required As determined by the State, the course must: (1) Increase the employee’s expertise in his or is elective subject mandatory to obtain a diploma, certificateher present position, or undergraduate other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree in preparation for advancement program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to a higher classification in employment with the Courtreview and discuss administrative guidelines concerning implementation of this program. 3. Under special circumstances An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a supervisor may authorize course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee 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 TIMEand the State. 4. Prior to being reimbursed Written requests for tuition expenses, the employee must present reimbursement will be first submitted to the Employer a receipt for payment and proof of a grade of C (employee’s own department which may determine if its own department’s funds will be allocated in whole or its equivalent) in part. Such decision shall not be subject to appeal or highergrievance. 5. Employees eligible The employee may then request reimbursement from the Tuition Reimbursement Fund, for education compensation under any remainder. The application shall be submitted to the veterans G.I. Xxxx or other government sponsored programs Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will have indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to exhaust their other benefits prior cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to being eligible determine which second priority courses will receive tuition assistance. In each fiscal year covered by this contract, twenty thousand dollars ($20,000) will be made available for Employer education benefitscourses beginning between July 1 and December 31, and twenty thousand dollars ($20,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester. 6. Reimbursement includes tuition only and does The maximum reimbursement under this Article shall not include registrationexceed eighty percent (80%) of the actual out-of-pocket cost for tuition, booksup to three hundred fifty dollars ($350) per credit, lab fees, etcto the employee. Employees may not be reimbursed for costs reimbursed from other sources. 7. Reimbursement is subject to and conditioned upon money being appropriated When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds ninety percent (90%) of the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processtotal. 8. Tuition reimbursement is subject shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed two (2) courses (for no more than eight (8) credits) within a six (6) month period (July- December, January-June). Subject to all IRS required tax withholdingsavailability of funds, reimbursement for more than twelve (12) credits in a fiscal year may be made at the discretion of the State. 9. Repayment The employee must complete the course with a passing grade, and must submit to the Employer in one lump sum will Department of Human Resources a copy of the final grade received. 10. Approved courses shall normally be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion taken during off-duty hours. Other arrangements are subject to the approval of courseworkthe appointing authority and the Commissioner of Human Resources. 11. In the event the employee does The State shall not continue employment for the prescribed period, the employee will be required to reimburse any employee if the Employer on total expenditures from this program reaches forty thousand dollars ($40,000) plus an additional amount for administrative expenses for each fiscal year covered by this contract for the Supervisory Unit. The State will continue to charge to this program the actual administrative and staff costs to run the program, not to exceed fifteen percent (15%) above the amounts listed above per fiscal year, to be prorated between the Non- Management and Supervisory tuition programs. Monies not spent or which are reverted in a prorated basis fiscal year shall be available for tuition reimbursement received as follows:in the following fiscal year. Monies not spent or which are reverted for courses beginning July 1 - December 31 shall be available for tuition reimbursement for courses beginning January 1 - June 30. 12. Nothing in this Agreement shall prevent Departments from paying for courses related to job duties and departmental career development under State Personnel Policy 15.0 or 15. 1. Requests for reimbursement processed under this section shall have met with departmental approvals required under such State policy(ies). 13. Nothing shall prevent the Department of Human Resources from entering into agreements with colleges for voucher arrangements where the amount approved in advance of the course can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the State for any expenses not otherwise reimbursable under this article. 14. Reimbursement from this Fund shall not be used for courses where attendance is required by the department or agency. 15. In unusual circumstances where the State is not able to enter into agreements with the institution for direct payments, the State may grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) must be submitted to the Department of Human Resources. 16. State Police Lieutenants shall be eligible to participate only in the Supervisory Unit Tuition Reimbursement Program. 17. Employees approved for tuition reimbursement prior to being officially notified of their reduction in force, shall be eligible only for that tuition already approved. 18. In order to be eligible for tuition reimbursement benefits under this Article, employees must have successfully completed their original probationary periods prior to the deadline for filing tuition reimbursement applications.

Tuition Reimbursement. Any regular full ‌ 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 recipient must be a permanent, full-time employee covered 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 this contract is 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. Correspondence courses are not eligible for financial assistance reimbursement except for tuition cost the Open Learning Program, which is administered by the University of Cincinnati in cooperation with the International Association of Fire Fighters. iii. The agency or department can reimburse at a rate equal to 100% for college a grade of A, 80% for a grade of B, or university courses taken a passing grade in a technicalpass/fail course, undergraduateand 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 graduate (3) elective and/or required courses in a degree program after 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 2007 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 be sent to the Finance Department, 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 copy retained by the employee's supervisor Personnel Office, and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2. The course taken meets 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 following criteria: (a) it is directly job relatedend of the academic session The department will then forward the receipt, as determined by the Chief Judge; (b) it is in 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 annual budgets. B. A reasonable promotional opportunity is considered any position in the City service for which a job related promotion; (c) it is required present employee could eventually take a promotional or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to open exam and which has 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 pay scale than his 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of courseworkjob. In the event of a question as to the employee does not continue employment for appropriateness of a course, or as to the prescribed periodreasonableness of a promotional opportunity, the City Personnel Officer shall be the deciding authority. In case of a full-time employee who is also a full-time student paying a flat rate, the amount to be reimbursed will be required determined by dividing the number of hours taken into the tuition or instructional fee (not including any general or special fees) to reimburse get the Employer employee's cost per credit hour which shall be reimbursed as provided in Section 26.10(A)(iii). Except for financial assistance received because of service in the armed forces, those employees who are receiving other financial aid will be reimbursed based on a prorated basis for their actual tuition reimbursement received as follows:expense.

Tuition Reimbursement. Any regular The Employer agrees to furnish all employees covered by this Agreement, when such costs are not covered by other programs, the full time cost of 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 contract Agreement is eligible entitled to receive reimbursement for financial assistance for tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one either (1) complete year of full time County employmentor (2) above, but not both. The employee is further restricted from reimbursement if the Employer shall reimburse fifty percent 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 (50%) of tuition cost of up to a maximum of $1,000.00 per year if: 1i.e., second bachelor's degree or second master's degree). Recommended by the employee's supervisor and approved by the Chief Judge Any such programs or courses must have written approval of the applicable Court Police Chief prior to enrollment in the course; and, 2taking such courses to be eligible for reimbursement. 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 maximum dollar reimbursement for tuition expensesshall be the 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 employee must present to the Employer a receipt for payment and proof of successfully complete each undergraduate class with a grade of C ("C" or better or its numerical equivalent) . In a graduate program, the employee must successfully complete each class with a grade of "C" or higher. 5. Employees eligible for education compensation under the veterans G.I. Xxxx better or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefits. 6. Reimbursement includes tuition only its numerical equivalent and does not include registration, books, lab fees, etc. 7. Reimbursement is subject to and conditioned upon money being appropriated remain in "good academic standing" in the Employer's budget for this specific purpose and graduate program. It is the parties' general expectation that employees must apply will continue to work for the tuition reimbursement by August prior to the calendar year Employer for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three two (32) years following completion of courseworkreimbursement 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 two (2) 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 absenteeism from their immediate, available superior. In cases of natural disaster or extreme weather conditions, the event 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 continue employment report for the prescribed period, the employee will work at his assigned duty station shall not be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:paid.

Tuition Reimbursement. Any regular full time employee A. All employees covered by this contract 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 foregoing decision of job-relatedness is discretionary with the Employer. B. Reimbursement will 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 assistance reimbursement. As an exception to the foregoing, an employee who has been employed for tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after more than one (1) complete year of full time County employmentyear, even though not yet "permanent" by Civil Service standards, will be eligible for this benefit. 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 Should any of the applicable Court prior aforementioned employees fail to enrollment in continue employment following the course; and, 2. The course taken meets one (1) completion of the following criteria: (a) it is directly job relatedapproved course, 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the said employee will be required to reimburse repay the Employer. An employee’s obligation to continue in employment shall be equal to but not longer than the duration of the course. 8. The following annual amount will be appropriated by the Employer for the employees of the Division of Temporary Assistance and Social Services: $15,000. Reimbursement to eligible employees will be on a prorated "first come, first served" basis for tuition reimbursement received until such time as follows:the appropriation is depleted.

Tuition Reimbursement. Any regular full The Board shall grant tuition reimbursement to each full-time employee covered by this contract certified employee, who is eligible for financial assistance for tuition cost for college or university courses taken serving in a technical, undergraduate, certified position. A grade of “C” or graduate program after one (1) complete better must be achieved to receive the 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 full time County employment. The Employer shall reimburse fifty percent service to the District and five hundred dollars (50%$500) of tuition cost of up to a maximum of $1,000.00 per year if:in subsequent years. 1. Recommended All such reimbursement is subject to the prior approval of the 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 employee's supervisor and Executive Director, in the instructor’s instructional area, or pursuant to a degree program previously approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2Executive Director or designee. 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 work must also be necessary to maintain his/her Provisional Career and Technical Educator License or professional registries required or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to a higher classification in maintain employment with the Courtemployer. 3. Under special circumstances Such approval for employees holding at least a supervisor Bachelor’s Degree may authorize an employee be granted for course work necessary to attend classes during normal working hours. HOWEVERmaintain certification, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEcourses deemed beneficial by the Director in the instructor’s instructional area, or pursuant to a master’s or doctorate program previously approved by the Director or designee. 4. Prior to being reimbursed for tuition expenses, Evidence of successful completion shall be in the employee must present to the Employer a receipt for payment and proof form of a grade of C (or its equivalent) or higheran official transcript. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefitsrequesting reimbursement must submit official transcripts. Employees submitting official transcripts shall receive tuition reimbursement within forty-five (45) days. 6. Reimbursement includes tuition only and does not include registration, books, lab fees, etcEmployees employed less than full-time shall receive reimbursement pro-rata based upon the percentage of employment. 7. Reimbursement is subject to and conditioned upon money being appropriated in the Employer's budget Employees shall not be eligible for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processcoursework completed while on an approved leave of absence. 8. Tuition reimbursement is subject Horizontal advancement on the salary guidelines (Appendix A1-5) for approved additional education credits shall take place on the first payday in October (retroactive to start of school year) or in February, (retroactive to start of 2nd semester) provided the teacher has submitted all IRS required tax withholdings. 9. Repayment necessary documentation to the Employer in one lump sum will be required Director at least ten (10) days prior thereto for October advancement or by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment February 1 for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:February advancement.

Tuition Reimbursement. Any regular full ‌ 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 recipient must be a permanent, full-time employee covered 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 this contract is eligible 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 financial assistance a grade of A, 80% for tuition cost for college a grade of B, or university courses taken a passing grade in a technicalpass/fail course, undergraduateand 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 graduate (3) elective and/or required courses in a degree program after 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 be sent to the Finance Department, 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 copy retained by the employee's supervisor Personnel Office, and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2. The course taken meets 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 following criteria: (a) it is directly job relatedend of the academic session The department will then forward the receipt, as determined by the Chief Judge; (b) it is in 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 annual budgets. B. A reasonable promotional opportunity is considered any position in the City service for which a job related promotion; (c) it is required present employee could eventually take a promotional or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to open exam and which has 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 pay scale than his 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of courseworkjob. In the event of a question as to the employee does not continue employment for appropriateness of a course, or as to the prescribed periodreasonableness of a promotional opportunity, the City Personnel Officer shall be the deciding authority. In case of a full-time employee who is also a full-time student paying a flat rate, the amount to be reimbursed will be required determined by dividing the number of hours taken into the tuition or instructional fee (not including any general or special fees) to reimburse get the Employer employee's cost per credit hour which shall be reimbursed as provided in Section 26.10(A)(iii). Except for financial assistance received because of service in the armed forces, those employees who are receiving other financial aid will be reimbursed based on a prorated basis for their actual tuition reimbursement received as follows:expense.

Tuition Reimbursement. Any The College shall appropriate $60,000 each year in its operating budget to be used to pay faculty members’ tuition for course work which satisfies all of the following conditions: A. 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. B. Employees have the 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 when they are completed. C. All coursework applied for under this article must be taken outside of regular full time employee covered 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 any other related expenses. E. The tuition reimbursement period will be for each fiscal year (July 1 to June 30). F. Faculty members applying for tuition reimbursement must provide to the Human Resources Department 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 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 contract is 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 financial assistance for tuition cost for college or university courses taken reimbursement in a technical, undergraduate, or graduate program after one (1) complete year of full time County employment. future years. H. The Employer shall reimburse fifty percent (50%) maximum total of tuition cost of and fees paid to any individual will be equal to $800 per credit hour up to a maximum of $1,000.00 8,000 per year if: 1fiscal year. Recommended by If tuition and fees are less than $800 per credit hour, reimbursement will be for the employee's supervisor and approved by the Chief Judge amount of the applicable Court actual receipt. I. Continuing education courses will be reimbursed based on prior to enrollment in the course; and, 2. The course taken meets one (1) approval 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 Courtacademic xxxx. 3. Under special circumstances a supervisor may authorize an employee J. Courses at other colleges and universities that are equivalent to attend Oakland Community College classes during normal working hours. HOWEVER, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEare not eligible for tuition reimbursement. 4K. Receipts and official/or copy of grade report with check request must be submitted within thirty (30) days of course completion. Prior to being reimbursed for When possible, reimbursement will be made twenty (20) days following submission of an official grade report/or copy and valid tuition expensesreceipt. L. All faculty members will receive, the employee must present in full, their requested tuition and fee reimbursement amounts according to the Employer a receipt for payment guidelines listed above 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processmaximum fees shown above. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full 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 recipient must be a permanent, full-time employee covered 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 this contract is 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. Correspondence courses are not eligible for financial assistance reimbursement except for tuition cost the Open Learning Program, which is administered by the University of Cincinnati in cooperation with the International Association of Fire Fighters. iii. The agency or department can reimburse at a rate equal to 100% for college a grade of A, 80% for a grade of B, or university courses taken a passing grade in a technicalpass/fail course, undergraduateand 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 graduate (3) elective and/or required courses in a degree program after 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 2007 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 be sent to the Finance Department, 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 copy retained by the employee's supervisor Personnel Office, and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2. The course taken meets 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 following criteria: (a) it is directly job relatedend of the academic session The department will then forward the receipt, as determined by the Chief Judge; (b) it is in 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 annual budgets. B. A reasonable promotional opportunity is considered any position in the City service for which a job related promotion; (c) it is required present employee could eventually take a promotional or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to open exam and which has 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 pay scale than his 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of courseworkjob. In the event of a question as to the employee does not continue employment for appropriateness of a course, or as to the prescribed periodreasonableness of a promotional opportunity, the City Personnel Officer shall be the deciding authority. In case of a full-time employee who is also a full-time student paying a flat rate, the amount to be reimbursed will be required determined by dividing the number of hours taken into the tuition or instructional fee (not including any general or special fees) to reimburse get the Employer employee's cost per credit hour which shall be reimbursed as provided in Section 26.10(A)(iii). Except for financial assistance received because of service in the armed forces, those employees who are receiving other financial aid will be reimbursed based on a prorated basis for their actual tuition reimbursement received as follows:expense.

Tuition Reimbursement. Any regular full time employee covered by this contract is The Board of Education recognizes that professional study at an accredited college, university or vocational program may enable a nurse to provide better educational opportunities. The district shall provide for prorated tuition reimbursement for those successfully completed courses which have received prior approval from the superintendent/designee. Courses eligible for financial assistance for prorated tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full time County employmentreimbursement shall meet the approval criteria established by the superintendent/designee. The Employer Association may submit and discuss with the superintendent/designee a list of recommended criteria. The criteria established by the superintendent/designee shall reimburse fifty percent (50%) 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 cost reimbursement for all support staff, including but not limited to nurses, Local 60, clerical staff, instructional assistants, food service workers and bus drivers. Any sum not expended 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 up to a maximum approved credit hours. The quotient shall be the amount of $1,000.00 money available per year ifcredit hour for reimbursement, within the following limitations: 1. Recommended The maximum dollar amount of reimbursement per credit hour shall not exceed that which is charged by the employee's supervisor and approved by the Chief Judge University of the applicable Court prior to enrollment in the course; and,Missouri, St. Xxxxx; 2. The Any course taken meets one (1) of the following criteria: (a) it for which no tuition cost is directly job related, as determined incurred by the Chief Judgenurse shall not be reimbursed under this proposal; (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 The maximum number of credit hours per nurse for reimbursement in any fiscal year shall be nine credit hours. HOWEVER, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIME.; 4. Prior Incidental costs, including but not limited to being textbooks, supplies, registration fees and parking fees shall not be reimbursed for tuition expensesunder this policy. Upon successful completion of the course, the employee an official transcript or an original report card, along with verification of payment must present be sent to the Employer a receipt for payment and proof of a grade of C (superintendent or its equivalent) or higher. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefits. 6designee. Reimbursement includes tuition only shall be made no later than 6 weeks after each period ends and does not include registration, books, lab fees, etc. 7following the receipt of the official transcript or report card and verification of payment. Reimbursement is subject No payment shall be made to and conditioned upon money being appropriated in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee nurses who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer were on a prorated basis for tuition reimbursement received as follows:full semester or annual leave when taking classes or are no longer with the district at the time of reimbursement.

Tuition Reimbursement. 29.1. Any regular full non-probationary full-time employee covered by this contract Agreement is eligible for financial assistance for tuition cost for accredited college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year program. A college or university is considered to be accredited if it is contained on the U.S. Department of full time County employmentEducation Database of Accredited Postsecondary Institutions and Programs. The Employer County 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 your department head and approved by the Chief Judge of the applicable Court Human Resources Director prior to enrollment in the course; and, 2. The course taken meets one (1) of the following criteria: (a) a. it is directly job related, as determined by the Chief Judge;department head (b) b. it is in preparation of a job related promotion; (c) c. it is a 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 CourtCounty employment. 3. Under special circumstances a supervisor department head may authorize an employee to attend classes during normal working hourshours if the employee has accrued leave to cover any lost time. HOWEVER, IT IS THE RESPONSIBILITY OF BOTH THE INDIVIDUAL EMPLOYEE AND THE DEPARTMENT HEAD TO ENSURE ADHERE TO THE INDIVIDUAL MAKES UP ALL LOST EMPLOYEE’S WORK TIMESCHEDULE. 4. Prior to being reimbursed for tuition expenses, the employee must present to the Employer department a receipt for payment and proof of a grade of C (or its equivalent) or higher. 5. Employees eligible for education compensation under a scholarship, the veterans Veterans G.I. Xxxx or other government sponsored programs programs, i.e. Pell Grant, Michigan Tuition Grant, and any other form of financial aid, will have to exhaust their other benefits prior to being eligible for Employer County education benefits. 6. Reimbursement includes is for tuition only and does not include registration, books, lab fees, etc. Where the cost of books are rolled into the overall tuition cost, employees will be asked to submit reasonable proof as to the cost of the book to be subtracted from the tuition cost. 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer County in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer County on a prorated basis for specific individual tuition reimbursement received as follows: 8. Reimbursement is subject to and conditioned upon money being appropriated in the employee’s department budget for this specific purpose. This tuition reimbursement program will be implemented in compliance with the Internal Revenue Code, Section 132 as a Working Condition Fringe Benefit. As such, tuition reimbursement payments are excludable from an employee’s gross income, are not includable in the employee’s W-2 and are not subject to tax withholding. However, if a refund of reimbursement is made, the employee should contact their personal tax professional to address any potential tax issues. Completion of coursework shall in no way entitle an employee to automatic advancement on the salary schedule either to a higher classification or step by reason of such additional training.

Tuition Reimbursement. 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 26.01 The Urbana City Board of full time County employment. The Employer shall reimburse fifty percent (50%) of tuition cost of up to Education will provide a maximum of Two Thousand Dollars ($1,000.00 per year if:2,000.00) total Board expenditure for tuition reimbursement in one year. The “year” as defined for when courses are taken and for when the $2,000.00 maximum expenditure applies shall be July 1 through June 30. 1. Recommended by the employee's supervisor and approved by the Chief Judge 26.02 Reimbursement is available only to members 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8bargaining unit. Tuition reimbursement is subject to all IRS required tax withholdingsfor courses, classes, or degree programs they attend for the purpose of enriching and developing their individual skills in their particular classifications. 9. Repayment to the Employer in one lump sum 26.03 Payment will be required by made once a year on or before the first regular pay date in November following the particular eligibility year. 26.04 Payment will be made only to those employees who return to work in the district the year following their course work. If on an employee who voluntarily resigns or is discharged from employment within three (3) years following completion approved leave of coursework. In the event the employee does not continue employment for the prescribed periodabsence, the employee will be reimbursed upon returning to work following the leave of absence. 26.05 Any tuition reimbursement requests must have prior approval of the Superintendent/designee. If there is a question concerning suitability of a specific course, class or degree program, the Superintendent will discuss the situation with the employee before approving or disapproving the application. If a course application is disapproved, the employee will be given reasons in writing for that disapproval. In the event of non-approval of a course request, the decision may be appealed to the tuition reimbursement committee which shall consist of two (2) classified staff appointed by the OAPSE Local President, the appropriate building principal or representative where a person is not attached to one (1) building, and chaired by the Superintendent of Schools. In the event a majority vote is not reached, the decision will be subject to grievance. 26.06 The employee must submit the tuition reimbursement form in writing to the Superintendent prior to the first class meeting of the course for which reimbursement will be requested. 26.07 Within sixty (60) days of completion of the course, the employee will resubmit the completed tuition reimbursement form along with a grade slip or transcript showing course number, grade received (must be a “C” or better), and a receipt for the actual cost of the course. Tuition reimbursement shall not exceed actual quarter hour or semester hour tuition cost to the employee. 26.08 In the event that the requests for reimbursement exceed $2,000.00, the total amount of requests for full credit courses will be prorated (divided evenly) into the $2,000.00. 26.09 Tuition reimbursement forms will be available in the district office. Both sections of the form must be submitted by the deadlines given in order to receive payment. 27.01 Classified Employees required to reimburse use their own automobile to carry out their jobs will be reimbursed at the Employer on a prorated basis for tuition reimbursement received IRS rate in effect as follows:of August 15th each year.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance The Board agrees to grant allowances of individual licensed personnel 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 reimbursement according to a maximum of $1,000.00 per year ifthe following guidelines: 1. Recommended by the employee's supervisor Alternative Resident Educator License teachers may not claim both tuition reimbursement and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,workshop compensation. 2. The course taken meets one All requests for reimbursement must be submitted on the formal application supplied by the Board to the Superintendent ten (110) work days prior to the start of the following criteria: class. A response will be made within ten (a10) it is directly job related, as determined by work days of receipt of 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 Courtrequest. 3. Under special circumstances Credits must be earned in an academic or trade-related course from a supervisor may authorize an employee to attend classes during normal working hours. HOWEVERcollege, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEtrade 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. Prior to being reimbursed for tuition expenses, Coursework must be scheduled at times that do not interfere with normal duties during the employee must present to regular work day of the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higheremployee. 5. Employees Licensed personnel receiving tuition reimbursement must return to C-TEC for the entire school year following the completion of coursework. An exception to this rule will be made if the person is involved in a RIF or becomes eligible for education compensation under disability retirement approved by the veterans G.I. Xxxx or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefitsState Teachers Retirement System. 6. Reimbursement includes In order for a teacher to be eligible for reimbursement, the following items must be on file in the Treasurer's office: • An official transcript of the credits or the official grade card from the class for which reimbursement has been applied, showing a grade of no lower than a "C" or "Pass" for each course for which tuition only reimbursement is requested. • A detailed bill or other official document from the institution indicating the actual cost of tuition and does not include registration, books, lab breakdown of other fees, etc. • Proof of payment. 7. Reimbursement is subject to and conditioned upon money being appropriated shall be made within forty-five (45) days after the Treasurer has received the item described in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processforegoing stipulations. 8. Tuition reimbursement is subject will be funded by the Board as follows: The tuition reimbursement pool shall be funded to all IRS the amount of forty-five thousand dollars ($45,000) per calendar year and will not be carried over to the next calendar year. The reimbursement amount shall be charged to the pool based upon the first scheduled class date. Alternative Resident Educator License teachers shall be fully funded for courses required tax withholdingsto obtain their initial 5-year license. 9. Repayment to the Employer in one lump sum No teacher will be required reimbursed by an employee the Board if he/she received grants, payments, or scholarships from some other source for tuition. 10. Teachers may receive a yearly maximum of five thousand dollars ($5,000). 11. Teachers who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis have been approved for tuition reimbursement received and who later do not enroll in the class as follows:scheduled, are asked to notify the Superintendent as soon as possible.

Tuition Reimbursement. Any regular full time employee covered by this contract The administration shall take into consideration a 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 eligible for financial assistance being offered, and the courses relevance to the District’s educational programs, goals and objectives. Denial of a course for tuition cost reimbursement shall not prevent an employee from paying for college or university courses taken in the course without District reimbursement. In the event that a technicalteacher successfully completes the course, undergraduate, or graduate program after one (1) complete year of full time County employmenthe shall not be prevented from using a District non-reimbursable course for movement on the salary schedule. The Employer District shall reimburse fifty percent (50%) each employee for 75% of the cost of tuition cost of up for all courses subject to a maximum of $1,000.00 per year ifthe following conditions: 1. Recommended by the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,No reimbursement will be given for a C grade or less. 2. The If a 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 graded pass / fail; 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 passing grade shall be reimbursed. Any employee that voluntarily terminates services with the Court. 3. Under special circumstances a supervisor may authorize an employee to attend classes during District, other than through normal working hours. HOWEVERretirement or disability, 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer District for any credit reimbursement received in the one year preceding their voluntary termination of service. Credit reimbursement shall begin when an employee has been hired. An employee shall 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 institution. The maximum credit requirement shall be increased to 24 credits per year if the employee is on a prorated basis full-year sabbatical leave or 12 credits per year if the employee is on a half-year sabbatical leave. Credits for tuition reimbursement 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 employee for any 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 becomes certified or has taken additional credits but has not received as follows:the proper verification until after the instructional year has begun, the employee will be paid retroactively when the verification is obtained.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance for tuition cost for college or university courses taken in The Company will offer a technicalFlight Attendant Tuition Assistance program, 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 reimbursing* its active Flight Attendants up to a maximum of Two Hundred Fifty Dollars ($1,000.00 250.00) per year if: 1. Recommended quarter, as allowable 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 IRS, who meet the following criteria: a. Received no more than two (a2) it 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 Company may conduct random drug and/or alcohol testing of Flight Attendants any time just before, during, or just after a trip pairing. A Flight Attendant undergoing drug and/or alcohol testing will, for the purpose of Federal Aviation Regulations relating to duty time and minimum rest, be deemed to be on duty until the testing collection process is directly 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 test. Such notice shall be provided in-person within the Flight Attendant’s on-duty period by an Inflight or Station management personnel. The management personnel will provide his or her identification and job relatedtitle to the Flight Attendant. The Flight Attendant will sign a copy of the document to confirm notice receipt, as determined which will be retained by the Chief Judge; (b) it is in preparation of a job related promotion; (c) it is required Inflight 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. 3Station management person. 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum The Flight Attendant will be advised that refusal or failure to immediately report and to provide the required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion urine and/or breath specimen will result in termination of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:Flight Attendant’s employment.

Tuition Reimbursement. All full-time employees who have completed one or more years of continuous active service prior to the date of the 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 up to two thousand dollars ($2,000) for courses for continuing education voluntarily undertaken by the employee which is directly related to the employee's job duties or may lead to career advancement within the City. Reimbursement shall not exceed a combined total of five thousand five hundred dollars ($5,500) per calendar year for undergraduate and graduate studies. Such tuition reimbursement shall be taxable if required by law. The tuition reimbursement program shall be subject to the following conditions: (A) No employee on an unpaid leave of absence, unauthorized leave of absence, disability leave or injury leave may apply for tuition reimbursement. (B) 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. (C) Tuition reimbursement shall be 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 regular 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 case-by-case basis. “Distance learning” and similar fees related to enrollment in 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 time tuition reimbursement the employee covered by this contract is eligible for financial assistance 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 college 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 university death) must repay the tuition reimbursement, paid by the City for courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full within the following 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 frames based on the employee's supervisor and approved termination date (pay back period to be based on the date the course or semester ended, not the date of payment by the Chief Judge of City): 2 years - undergraduate studies/graduate studies 3 years - X.X./PhD studies Any amounts due to the applicable Court prior to enrollment in City under this pay back requirement shall be deducted from the course; and, 2employee's final paycheck. The course taken meets one (1) employee shall make arrangements for payment 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 any additional balance due with the CourtDepartment of Human Resources before his/her last day of employment. 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular ‌ Employees may receive either full time employee covered by this contract is eligible for financial assistance for or partial 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 reimbursement provided the following criteriaconditions are met: (a) it The City will reimburse an employee for part or all of the cost of tuition and any required books for a college degree under the following conditions: (1) the employee notifies the Department Head prior to registration of his or her intent to claim tuition reimbursement for the course; (2) the course is directly job relatedrequired or is part of a required sequence leading to an undergraduate degree in an appropriate field of study, as or is determined by the Chief JudgeDepartment Head in his or her discretion to be of benefit to the Department; For purposes of this subsection, "part of a required sequence" refers to specific related courses which are required for completion of the curriculum in the employee's major field of study; including "core" or general electives required by the institution for the award of a Bachelor's degree unless it otherwise qualifies for reimbursement under this subsection; (3) Employees should request tuition reimbursement from their Department Head by August 1, in order to be eligible for funds for the following fiscal year. If tuition reimbursement funds are approved in the budget by Council written authorization from the Department Head shall be forwarded to Human Resources on a tuition reimbursement form. (b) it is in preparation At the end of any course eligible for tuition reimbursement under this Section, the City will reimburse the employee for tuition, fees, and required books according to the following schedule: 100% for a job related promotion;grade of A 100% for a grade of B 75% for a grade of C or Pass on Pass/Fail option 0% for a grade of D or lower (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 Any 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 who leaves City service within one (1) year of receiving reimbursement will refund to the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higherCity the amount reimbursed. This sum may be withheld from the final paycheck. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. 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 Bill or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any 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 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 full time employee covered work hours on the employee's own time. Courses may be authorized during normal working hours if authorized in writing by this contract 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 be for the 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 work. Such courses must have grade(s) of a "B" or higher and the 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 made up in the same or following fiscal year shall not be eligible for financial assistance for tuition cost for college or university courses taken reimbursement in a technicalfuture years. G. Upon the effective date of this Agreement, undergraduate, or graduate program after one (1) complete year of full time County employment. The Employer shall reimburse fifty percent (50%) the maximum total of tuition cost and fees paid to any individual will be a maximum of $600 per credit hour up to a maximum of $1,000.00 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 year if: 1credit hour up to a maximum of $5,250 dollars per fiscal year. Recommended by If tuition and fees are less than the employee's supervisor and approved by applicable maximum per credit hour, reimbursement will be for the Chief Judge amount 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 Courtactual receipt. 3. Under special circumstances H. Continuing education courses will be reimbursed only if 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 TIMEgrade is awarded. 4. Prior I. Courses at other colleges and universities that are equivalent 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 Oakland Community College classes are not eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received except when required for degree completion, subject to approval by the Human Resources Department. J. Receipts and official/or copy of grade report with check request must be submitted within 30 days of course completion. When possible, reimbursement will be made twenty (20) days following submission of official grade report/or copy and valid tuition receipt. K. Each employee must complete the Tuition Reimbursement Application form as follows:a prerequisite to receiving tuition reimbursement payments.

Tuition Reimbursement. All full-time employees who have completed one or more years of continuous active service prior to the date of the 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 up to one thousand five hundred dollars ($1,500) for courses for continuing education voluntarily undertaken by the employee which is directly related to the employee's job duties. Such tuition reimbursement shall be taxable if required by law. The tuition reimbursement program shall be subject to the following conditions: (A) No employee on an unpaid leave of absence, unauthorized leave of absence, disability leave or injury leave may apply for tuition reimbursement. (B) 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. (C) Tuition reimbursement shall be 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 regular 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 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 the entire amount from the full time tuition reimbursement the 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 employmentunder this Section. 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 If an employee's supervisor and approved tuition is fully covered 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 relatedanother governmental or private agency, 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, then the employee must present is not entitled to payment from the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higherCity. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered by this contract is All bargaining unit members shall be eligible for financial assistance tuition reimbursement subject to the following conditions (all conditions must be met in order to be eligible for tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after 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) complete year of full full-time County employmentprofessional service in the District. 3. The Employer 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 reimburse fifty percent 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 (50%or equivalent quarter hours) taken by all employees multiplied by the number of tuition cost 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 $1,000.00 per nine (9) quarter hours or six (6) semester hours annually. 8. Courses must be completed during the current school year if:(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. 19. Recommended by the employee's supervisor and approved by the Chief Judge of the applicable Court Each bargaining unit member receiving reimbursement under this Article, prior to enrollment his/her receipt of such pay, shall agree that he/she will teach in the course; and, 2. The course taken meets 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 deducted from said bargaining unit member’s final pay or, if the funds in the bargaining unit member’s final pay are insufficient to cover the amount of one half (½) of the following criteria: reimbursement, the bargaining unit member must repay the Board the amount of one half (a½) it is directly job related, as determined by of the Chief Judge; reimbursement within thirty (b30) 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 days from the date on which he/she separated from employment with the CourtBoard. 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full 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 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 covered by this contract is eligible of the Village regularly working forty (40) hours or more per week for financial assistance for tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after period of at least one (1) complete year of full time County employmentyear. The Employer If other funds or grants for tuition reimbursement or payment are available, then an employee shall reimburse fifty percent (50%) of tuition cost of up to a maximum of $1,000.00 per year if: 1apply for such funds before requesting reimbursement from the Employer. Recommended If such funds are received by the employee's supervisor , 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 difference. Books, fees and approved other charges shall be paid by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2employee. 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 If an employee terminates his employment with the Court. 3. Under special circumstances Village less than two (2) years after completing a supervisor may authorize an employee to attend classes during normal working hours. HOWEVERcourse and receiving any tuition reimbursement from the Employer, 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 then 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 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 may deduct the tuition reimbursement by August prior (or a portion thereof) from the employee's final paycheck or take such other steps as may be necessary in order to obtain the repayment of tuition monies reimbursement previously provided to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processemployee. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered Subject to the conditions and requirements below, a teacher’s tuition shall be reimbursed by this contract is eligible the Board of Education for financial assistance for tuition cost for college or university courses taken each course in a technicalMaster's Program and for each graduate level course beyond a Master's Degree. Prior to classes beginning, 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 courses must be approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2Superintendent or his/her designee. The course Such courses must be taken meets one (1) of the following criteria: (a) it is directly job relatedfrom fully accredited colleges and/or universities, as determined by the Chief Judge; Higher Learning Commission or a similar independent organization mutually agreed upon, and be in an education-related content area, including administration, that will enhance the ability of the teacher to perform his/her current or future job. For the School Nurse, Psychologist, Social Worker, and Speech Pathologist, courses and/or Continuing Education Units (bCEU) it must be taken in their respective field of specialization. The teacher must receive a final grade of A or B in any courses taken, and the maximum tuition reimbursement will be one thousand dollars ($1,000) per teacher during each fiscal year (i.e. July 1 – June 30) of this agreement. In order for course work credit to be counted for salary advancement purposes (i.e. changing “lanes”) for a given school year during this Agreement, a teacher must submit evidence of the actual tuition amount he/she paid and an official transcript of credits earned (or grade report) to the Superintendent or his/her designee by October 1st of the current school year. If such documentation is in preparation not submitted by the October 1st deadline, no salary advancement will occur for the current school year. A teacher who is working toward his/her first Master's Degree must also provide the Superintendent or his/her designee an official letter or certificate of acceptance into a job related promotion; (c) it is required or is elective subject mandatory to obtain a diploma, certificate, or undergraduate Master's degree in preparation for advancement to a higher classification in employment with program when seeking course pre-approval. Only pre-approved courses taken after 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 date of acceptance into the Master’s program will be considered for tuition expenses, the employee must present reimbursement. Teachers new to the Employer District may seek tuition reimbursement for approved courses taken, provided, however, they were first enrolled in such course(s) after they began working as a teacher in the District.. Teachers who are on any form of unpaid leave, are not eligible for tuition reimbursement. A detailed receipt for payment showing the actual tuition amount paid by a teacher and proof an official transcript of credits earned (or grade report) showing satisfactory completion of the course (i.e. the teacher must receive a final grade of C (A or its equivalentB in any course taken) or higher. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior be submitted to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns Superintendent or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on his/her designee before a prorated basis check for tuition reimbursement received as follows:will be issued. Maximum reimbursement may not exceed one thousand dollars ($1,000) per teacher during each fiscal year (i.e. July 1 – June 30) of this Agreement. Should a teacher voluntarily leave the employ of the district (except through retirement) within one year following his/her receipt of such tuition reimbursement amount, he/she shall owe the District the entire tuition reimbursement amount for such course(s) taken and that amount may be deducted from a teacher’s final payment of wages.

Tuition Reimbursement. 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 Bill or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:the

Tuition Reimbursement. Any regular full ‌ 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 recipient must be a permanent, full-time employee covered 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 this contract is eligible 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 financial assistance a grade of A, 80% for tuition cost for college a grade of B, or university courses taken a passing grade in a technicalpass/fail course, undergraduateand 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 graduate (3) elective and/or required courses in a degree program after 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 be sent to the Finance Department, 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 copy retained by the employee's supervisor Personnel Office, and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2. The course taken meets 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 following criteria: (a) it is directly job relatedend of the academic session The department will then forward the receipt, as determined by the Chief Judge; (b) it is in 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 annual budgets. v. A reasonable promotional opportunity is considered any position in the City service for which a job related promotion; (c) it is required present employee could eventually take a promotional or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to open exam and which has 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 pay scale than his 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of courseworkjob. In the event of a question as to the employee does not continue employment for appropriateness of a course, or as to the prescribed periodreasonableness of a promotional opportunity, the City Personnel Officer shall be the deciding authority. In case of a full-time employee who is also a full-time student paying a flat rate, the amount to be reimbursed will be required determined by dividing the number of hours taken into the tuition or instructional fee (not including any general or special fees) to reimburse get the Employer employee's cost per credit hour which shall be reimbursed as provided in Section 32.13(A)(iii). Except for financial assistance received because of service in the armed forces, those employees who are receiving other financial aid will be reimbursed based on a prorated basis for their actual tuition reimbursement received as follows:expense.

Tuition Reimbursement. All full-time employees who have completed one or more years of continuous active service prior to the date of the 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 up to two thousand dollars ($2,000) for courses for continuing education voluntarily undertaken by the employee which is directly related to the employee's job duties or may lead to career advancement within the City. Reimbursement shall not exceed a combined total of five thousand five hundred dollars ($5,500) per calendar year for undergraduate and graduate studies. Such tuition reimbursement shall be taxable if required by law. The tuition reimbursement program shall be subject to the following conditions: (A) No employee on an unpaid leave of absence, unauthorized leave of absence, disability leave or injury leave may apply for tuition reimbursement. (B) 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. (C) Tuition reimbursement shall be 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 regular 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 case-by-case basis. “Distance learning” and similar fees related to enrollment in 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 time tuition reimbursement the employee covered by this contract is eligible for financial assistance 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 college 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 university death) must repay the tuition reimbursement, paid by the City for courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full within the following 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 frames based on the employee's supervisor and approved termination date (pay back period to be based on the date the course or semester ended, not the date of payment by the Chief Judge of City): 2 years - undergraduate studies/graduate studies 3 years - X.X./PhD studies Any amounts due to the applicable Court prior to enrollment in City under this pay back requirement shall be deducted from the course; and, 2employee's final paycheck. The course taken meets one (1) employee shall make arrangements for payment 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 any additional balance due with the CourtDepartment of Human Resources before his/her last day of employment. 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. All full-time 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 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 regular full situation which, in the discretion of the 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 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 courses taken or the degree program pursued. The City Manager's Office has the sole and final discretion to approve or disapprove tuition reimbursement requests. 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 covered by this contract is eligible for financial assistance under this Section. If an employee's tuition is fully covered by another governmental or private agency, then the employee is not entitled to any payment from the City. C. Employees seeking authorization of a tuition reimbursement must first submit to the department head for tuition cost for college or university courses taken in a technicalreview, undergraduateprior to September 30 of the year preceding when the classes are to be taken, 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 all necessary information pertaining to a maximum of $1,000.00 per year if: 1. Recommended by the proposed course degree to be pursued, the educational institution and the employee's supervisor 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 Chief Judge of the applicable Court prior to enrollment in the course; and, 2City. The course taken meets one (1) of the following criteria: (a) it is directly job relatedSeminars, 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 Courtconferences and workshops are not included. 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 D. Reimbursement for tuition expenses, will be made when the employee must present to the Employer a receipt for payment and proof of satisfactorily completes (attains at least a grade of C ("C" or its equivalentequivalent for undergraduate work and a grade of at least "B" or its equivalent for graduate work) a course and presents an official certificate or higherits equivalent and a receipt of payment or a copy of the unpaid xxxx from the institution confirming completion of the approved course. 5. Employees eligible E. No reimbursement will be granted for education compensation under paper, supplies of whatever nature, transportation, meals, or any other expense connected with any course, except the veterans G.I. Xxxx or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefits.cost of tuition and fees as outlined in Paragraph D. 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 F. Any employee participating in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement program who resigns (except resignation due to disability), retires (except retirement due to disability), or is discharged for cause must repay the tuition reimbursement paid by August the City for courses taken less than two years prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8date of termination or discharge. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum If necessary, this amount will be required by an employee who voluntarily resigns deducted from the employee's terminal leave pay or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:final paycheck.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible The Board shall appropriate for financial assistance 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 tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete each additional year of full time County employment. The Employer shall reimburse fifty percent the Contract, to provide supplemental pay to bargaining unit members with two (50%2) of tuition cost of up or more years at Xxxxxx for earned college credit subject to a maximum of $1,000.00 per year ifthe following conditions: 1. Recommended by the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment The college course must be taken in the course; and,bargaining unit member’s area of certification/licensure, or in directly related fields, or other areas if approved under Section 903B2, below. 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 bargaining unit member desiring such pay must register with the CourtSuperintendent on the appropriate form provided for this purpose prior to 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. Under special circumstances 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 supervisor may authorize an employee grade of “B” or better (“Pass,” if on a pass/fail basis) to attend classes during normal working hoursthe Superintendent at the conclusion of the term (semester, quarter, trimester). HOWEVERIn order to be eligible for reimbursement within the same calendar year as that when the course was taken, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEthe official transcript must be received by the Superintendent no later than May 31. Failure to supply official transcript negates reimbursement. 4. Prior 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 being determine the value of reimbursement per hour. Each bargaining unit member shall be reimbursed for tuition expensesthe number of hours approved X the dollar amount per hour not to exceed six (6) hours per fiscal year. Total payment shall not exceed one hundred percent (100%) of the cost of the course(s). If any money remains, the employee must present to amount shall be re-divided among 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 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 tuition reimbursement by August prior to the calendar year for which the applicants until all funds are requested so the applicable court can seek funding for the request through the annual budget processgone or all applicants have received one hundred percent (100%) reimbursement. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full ‌ 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 andprovisions: i. The recipient must be a permanent, full-time employee covered 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 this contract is eligible 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 financial assistance a grade of A, 80% for tuition cost for college a grade of B, or university courses taken a passing grade in a technicalpass/fail course, undergraduateand 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 graduate (3) elective and/or required courses in a degree program after 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 be sent to the Finance Department, 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 copy retained by the employee's supervisor Personnel Office, and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2. The course taken meets 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 following criteria: (a) it is directly job relatedend of the academic session The department will then forward the receipt, as determined by the Chief Judge; (b) it is in 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 annual budgets. B. A reasonable promotional opportunity is considered any position in the City service for which a job related promotion; (c) it is required present employee could eventually take a promotional or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to open exam and which has 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 pay scale than his 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of courseworkjob. In the event of a question as to the employee does not continue employment for appropriateness of a course, or as to the prescribed periodreasonableness of a promotional opportunity, the City Personnel Officer shall be the deciding authority. In case of a full-time employee who is also a full-time student paying a flat rate, the amount to be reimbursed will be required determined by dividing the number of hours taken into the tuition or instructional fee (not including any general or special fees) to reimburse get the Employer employee's cost per credit hour which shall be reimbursed as provided in Section 26.10(A)(iii). Except for financial assistance received because of service in the armed forces, those employees who are receiving other financial aid will be reimbursed based on a prorated basis for their actual tuition reimbursement received as follows:expense.

Tuition Reimbursement. Any regular full time employee covered by this contract is Bargaining unit employees who are regularly scheduled to work 28 hours are eligible for financial assistance 100% tuition reimbursement for achieving a grade of A in an approved course, 80% tuition cost reimbursement for college or university courses taken receiving a grade of B in a technicalan approved course, undergraduate, or graduate program after one (1) complete year of full time County employment. The Employer shall reimburse fifty percent (50%) of and 60% 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 reimbursement 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 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 employee has completed his/her probationary period or its equivalent) or highersix months of employment, whichever comes first, before the course begins. 5B. The education or training is obtained from an accredited school during non- working hours. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will have An agency may allow courses to exhaust their other benefits prior to being eligible for Employer education benefitsbe taken during work hours, provided vacation time is used. 6C. The course 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 designated form. Reimbursement includes The reimbursement is only for tuition only expenses and does 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 include registration, books, lab intended for an employee to receive reimbursement for tuition in excess of the employee’s cost of the tuition. Lab fees, etc. are not reimbursable. Funds from the 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. 7E. A receipt of tuition payment and a grade report is submitted within 30 days after the academic session ends. Reimbursement is subject to A grade of at least “C” or equivalent must be achieved in each course. F. The Human Resources Department will monitor for consistency and conditioned upon money being appropriated in the Employer's budget for this specific purpose fairness, and will meet with Teamsters and employees must apply for when requested. Final determination regarding course relatedness or accreditability shall be made by the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processHuman Resources Director. 8G. The rate of reimbursement shall be capped at the undergraduate credit hour rate at the University of Cincinnati. Tuition reimbursement is subject to all IRS required tax withholdingsIn no event shall an employee be reimbursed for more than twelve (12) quarter hours or eight (8) semester hours per calendar year. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee H. Employees will be required to reimburse remain employed with the Employer City for a minimum of two (2) years after receipt of the last reimbursement payment. If an employee leaves City employment prior to the expiration of that two (2) year period, he/she will be required to refund the City a pro rata amount. Exceptional cases will be reviewed by the Human Resources Director on a prorated basis for tuition reimbursement received as follows:case-by-case basis

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance for tuition cost for college or university courses taken in 1. The Township will provide a technical, undergraduate, or graduate program after Tuition Refund Program to employees who have successfully completed one (1) complete full year of full employment and who are on active payroll from the time County employmentof pre-approval of the requested courses through the payroll period in which payment is made. 2. The Employer shall reimburse fifty percent (50%) of tuition cost of up Courses eligible for approval are those taken at a licensed and accredited post- high school institution. Course must be directly related to a maximum of $1,000.00 per year if: 1. Recommended by the employee's supervisor present position or 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 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 a matriculated student and approved the said courses are required by the Chief Judge educational institution as part 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 Courttheir core curriculum. 3. Under special circumstances a supervisor may authorize an employee to attend classes during normal working hoursCost of tuition, registration and laboratory fees are reimbursable. HOWEVERBooks, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEtravel, and non-essential fees, such as student activity fees, are not covered. 4. Prior to being reimbursed for tuition expenses, the employee must present Reimbursement rates are limited to the Employer current year per undergraduate credit hour at Rutgers State University, with a receipt for payment limit of six (6) credit hours per semester and proof of a grade of C fifteen (or its equivalent15) or highercredit hours per year. 5. Employees eligible for education compensation under Reimbursement is contingent upon successful completion of the veterans G.I. Xxxx course as evidenced by a certificate or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefitsgrade 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 Township's pre-approval form before reimbursement can be made. 6. Reimbursement includes tuition only and does Employees who receive reimbursement will be required to sign an agreement which sets forth that they will not include registration, books, lab fees, etc. 7. Reimbursement is subject leave the employ of the Township for a period of time equal to and conditioned upon money being appropriated the number of full years that the employee participated in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August program. Should the employee leave prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed periodfulfilling this time requirement, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:Township in Within the first year of completion of the course curriculum - 100% Within two years of completion of the course curriculum - 75% Within three years of completion of the course curriculum - 50% Within four years of completion of the course curriculum - 25%

Tuition Reimbursement. Any regular full time employee covered 14.1 The Superintendent shall establish a fund in the amount of $15,000.00, which is available for the purposes 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 this contract is the payout deadlines are eligible for financial assistance for tuition 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 for college or university courses taken in a technicalof books, undergraduate, or graduate program after one (1) complete year of full time County employmentparking and non- expendable course materials. Parking fees are reimbursable at 50% with no other fees reimbursable under this fund. The Employer shall reimburse fifty percent (50%) rules and procedures of tuition cost of up to a maximum of $1,000.00 per year ifthe 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. Recommended 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. 2) Request for reimbursement of tuition costs must be approved in advance of the coursework 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 CourtHuman Resources. 3) Reimbursement shall not exceed 50% of tuition costs for approved coursework and 100% for appropriate fees. Under special circumstances Payment will be made upon successful completion as demonstrated by a supervisor may authorize an employee to attend classes during normal working hours. HOWEVERgrade card, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEofficial transcript, or other acceptable method of verification. 4. Prior to being reimbursed ) Maximum reimbursement per employee for tuition expenses, the employee must present to the Employer a receipt any six-month period shall not be more than $2,000.00 for payment and proof that period unless all other participants are paid at 100% 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 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 tuition approved reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of courseworkamount. In the event the employee does not continue employment for the prescribed periodthat all other participants receive 100% of their approved reimbursement amount, the employee receiving the maximum of $2,000.00 will be required eligible to reimburse receive the Employer on 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 January 31 will be paid by April 1. Funds will be distributed 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 exceed 1/2 of the fund balance, and the total year shall not exceed the entire 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 prorated basis subsequent year. 7) No one person can receive more than 1/2 of the total fund balance during the course of the one fiscal year. 8) No requests can be carried over until the next period or the next fiscal year. All requests for tuition reimbursement received as follows:payments must be made in the time period for which they occur.

Tuition Reimbursement. Any regular full time ‌ 10.1 The City will reimburse an 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 up to one (1) complete year of full time County employment. The Employer shall reimburse fifty hundred percent (50100%) of tuition the cost of up to a maximum of $1,000.00 per year if: 1. Recommended by tuition, lab fees and required books for courses at accredited institutions conducted outside the employee's supervisor 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 two 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. 10.2 Educational courses which are only offered during regular working hours may be approved by the Chief Judge 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 result 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 Courtmake-up time. 3. Under special circumstances a supervisor may authorize 10.3 Should the City require 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 expensesany class, the employee must present to City will pay for one hundred percent (100%) of the Employer a receipt for payment cost of tuition, fees 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 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 books for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processclass. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. 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 Each year of full time County employment. The Employer this Agreement, the District shall reimburse fifty percent (50%) make available for the purpose of tuition cost of up to reimbursement a maximum total amount of $1,000.00 per year if: 115,000.00 for District employees. Recommended by Each year, during the employee's supervisor spring semester, the Superintendent shall communicate to District employees the classes and approved by programs that support the Chief Judge needs 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 relatedDistrict’s instructional programs, as determined by the Chief Judge; Board and Superintendent. Any District employee seeking to utilize tuition reimbursement must submit an approval to the Superintendent at least thirty (b30) it is days prior to the commencement of the course or program. The Superintendent shall retain sole discretion to approve tuition reimbursement in preparation consideration of a job related promotion; the District’s instructional needs. District employees approved for tuition reimbursement may seek reimbursement for up to $350.00 per credit for the first three (c3) it is required or is elective subject mandatory credit hours, up to obtain a diploma$200.00 per credit for any additional hours, certificate, or undergraduate degree in preparation for advancement up to a higher classification in employment with maximum reimbursement of $2,000.00 per school year. In 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 event that the number of District employees approved for tuition expensesreimbursement exceeds the total reimbursement pool of $15,000.00, the District shall pro-rate the per credit amounts to ensure that all approved District employees receive a portion of the tuition reimbursement. All tuition reimbursement shall be paid to the approved District employees on the last regularly scheduled pay date. Any District employee approved for tuition reimbursement and who subsequently leaves the District shall be required to pay back the tuition reimbursement as follows: (i) if the employee leaves within twelve (12) months of receiving reimbursement, the employee must present to pay back 100% of the Employer a receipt for payment and proof of a grade of C reimbursement; (or its equivalentii) or higher. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event if the employee does not continue employment for the prescribed periodleaves past twelve (12) months, but before twenty-four (24) months, the employee will be required must pay back 50% of the reimbursement; and (iii) if the 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 reimburse deduct such amounts from the Employer on employee’s final paycheck. Employees shall execute a prorated basis for tuition promissory agreement upon submitting such reimbursement received as follows:agreeing to the provisions contained herein.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance 1. Eligibility 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 reimbursement is subject 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 The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the Chief Judge;appointing authority and the Commissioner of Human Resources or designee(s). (b) it The course is in preparation of Post-secondary and/or graduate level taken at a job related promotion;properly accredited educational institution. (c) it is required As determined by the State, the course must: (1) Increase the employee’s expertise in his or is elective subject mandatory to obtain a diploma, certificateher present position, or undergraduate other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree in preparation for advancement program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to a higher classification in employment with the Courtreview and discuss administrative guidelines concerning implementation of this program. 3. Under special circumstances An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a supervisor may authorize course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee 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 TIMEand the State. 4. Prior to being reimbursed Written requests for tuition expenses, the employee must present reimbursement will be first submitted to the Employer a receipt for payment and proof of a grade of C (employee’s own department which may determine if its own department’s funds will be allocated in whole or its equivalent) in part. Such decision shall not be subject to appeal or highergrievance. 5. Employees eligible The employee may then request reimbursement from the Tuition Reimbursement Fund, for education compensation under any remainder. The application shall be submitted to the veterans G.I. Xxxx or other government sponsored programs Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be received by the Department of Human Resources between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be received by the Department of Human Resources between May 25th and June 7th. Applications will have indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to exhaust their other benefits prior cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to being eligible determine which second priority courses will receive tuition assistance. In each fiscal year covered by this contract, twenty thousand dollars ($20,000) will be made available for Employer education benefitscourses beginning between July 1 and December 31, and twenty thousand dollars ($20,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester. 6. Reimbursement includes tuition only and does The maximum reimbursement under this Article shall not include registrationexceed eighty percent (80%) of the actual out-of-pocket cost for tuition, booksup to three hundred fifty dollars ($350) per credit, lab fees, etcto the employee. Employees may not be reimbursed for costs reimbursed from other sources. 7. Reimbursement is subject to and conditioned upon money being appropriated When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds ninety percent (90%) of the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processtotal. 8. Tuition reimbursement is subject shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed two (2) courses (for no more than eight (8) credits) within a six (6) month period (July- December, January-June). Subject to all IRS required tax withholdingsavailability of funds, reimbursement for more than twelve (12) credits in a fiscal year may be made at the discretion of the State. 9. Repayment The employee must complete the course with a passing grade, and must submit to the Employer in one lump sum will Department of Human Resources a copy of the final grade received. 10. Approved courses shall normally be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion taken during off-duty hours. Other arrangements are subject to the approval of courseworkthe appointing authority and the Commissioner of Human Resources. 11. In the event the employee does The State shall not continue employment for the prescribed period, the employee will be required to reimburse any employee if the Employer on total expenditures from this program reaches forty thousand dollars ($40,000) plus an additional amount for administrative expenses for each fiscal year covered by this contract for the Supervisory Unit. The State will continue to charge to this program the actual administrative and staff costs to run the program, not to exceed fifteen percent (15%) above the amounts listed above per fiscal year, to be prorated between the Non- Management and Supervisory tuition programs. Monies not spent or which are reverted in a prorated basis fiscal year shall be available for tuition reimbursement received as follows:in the following fiscal year. Monies not spent or which are reverted for courses beginning July 1 - December 31 shall be available for tuition reimbursement for courses beginning January 1 - June 30. 12. Nothing in this Agreement shall prevent Departments from paying for courses related to job duties and departmental career development under State Personnel Policy 15.0 or 15. 1. Requests for reimbursement processed under this section shall have met with departmental approvals required under such State policy(ies). 13. Nothing shall prevent the Department of Human Resources from entering into agreements with colleges for voucher arrangements where the amount approved in advance of the course can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the State for any expenses not otherwise reimbursable under this article. 14. Reimbursement from this Fund shall not be used for courses where attendance is required by the department or agency. 15. In unusual circumstances where the State is not able to enter into agreements with the institution for direct payments, the State may grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) must be submitted to the Department of Human Resources. 16. State Police Lieutenants shall be eligible to participate only in the Supervisory Unit Tuition Reimbursement Program. 17. Employees approved for tuition reimbursement prior to being officially notified of their reduction in force, shall be eligible only for that tuition already approved. 18. In order to be eligible for tuition reimbursement benefits under this Article, employees must have successfully completed their original probationary periods prior to the deadline for filing tuition reimbursement applications.

Tuition Reimbursement. Any The 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 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 full time employee covered work hours on the employee’s own time. However, courses may be authorized during normal working hours if approved in writing by this contract 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 the course/class up to $400 per course/class up to a maximum reimbursement of $3,000 per fiscal year. • Reimbursement is for tuition and fees but does not include reimbursement for books or any other related expenses. • Employees applying for tuition reimbursement must provide to the Vice Chancellor for Human Resources 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 work. Such courses must have grade(s) of a “B” or higher and the courses must be completed within the academic year. • 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 financial assistance for tuition cost for college or university reimbursement in future years. • Continuing education courses taken in will be reimbursed only if a technical, undergraduate, or graduate program after one (1) complete year of full time County employmentgrade is awarded. The Employer shall reimburse fifty percent tuition reimbursement period will be for the fiscal year (50%) July 1 to June 30). The maximum total of tuition cost of and fees paid to any individual will be $400 per credit hour or up to a maximum of $1,000.00 3,000 per year if: 1fiscal year. Recommended by If tuition and fees are less than $400 per credit hour, reimbursement will be for the employee's supervisor and approved by the Chief Judge amount of the applicable Court prior actual receipt. Courses at other colleges and universities that are equivalent 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 Oakland Community College 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 are not eligible for tuition expensesreimbursement. Receipts and official/or copy of grade report with check request must be submitted within thirty (30) days of course completion. Wherein possible, the reimbursement will be made twenty (20) days following submission of official grade report/or copy and valid tuition receipt. Each employee must present will receive, in full, their requested tuition and fee reimbursement amounts according to the Employer a receipt for payment guidelines listed above 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processmaximum fees shown above. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Section 42.1. Each full-time 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 regular 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 time employee covered by this contract tuition reimbursement the member is eligible for financial assistance under this Section. C. The Safety/Service Director shall create and maintain a current list of approved institutions for which reimbursements for tuition cost 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 college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full time County employmenttuition. The Employer shall reimburse fifty percent 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 (50%30) calendar days or less than (10) calendar days prior to enrollment. D. No reimbursement will be granted for books, papers, supplies of tuition whatever nature, transportation, meals or any other expense connected with any course except the cost of tuition. E. Reimbursement for tuition 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 course, the certificate, the certification, diploma or degree. F. The City will pay, to an accredited institution approved by the Personnel Committee, up to a maximum of two thousand five hundred dollars ($1,000.00 2,500) per year ifyear, per firefighter, if the firefighter has: 1. Recommended by the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,A grade “C” or better; 2. The A passing grade in a pass/fail course; 3. In a “Test Out” course taken meets one either number (1) or number (2) above shall apply. G. After receiving tuition reimbursement, employees will be expected to repay the City in the following manner if they voluntarily leave the employment 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 CourtCity. 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance 1. All courses submitted for tuition cost 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 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 additional information regarding Course Approval and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,Track Advancement guidelines. 2. The After approval is granted for the Course Approval Form, registration for the course taken meets one (1) should be completed. After the completion of the course, the following criteriaitems must be submitted to the Human Resource Department: (a) it is directly job related, as determined by the Chief Judge;Tuition Reimbursement Form (b) it is in preparation of a job related promotion;Grade Sheet (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.Receipt/Proof of Payment 3. Under special circumstances a supervisor may authorize an employee Eligible course work is to attend classes during normal working hoursbe completed by May 31st of each school year. HOWEVER, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEAny course work completed after May 31st will be eligible for tuition reimbursement the following school year. 4. Prior to being reimbursed for tuition expenses, Tuition reimbursement forms and related information must be received by the employee must present to the Employer a receipt for payment and proof Human Resource Department no later than May 31st of a grade of C (or its equivalent) or highereach school year. 5. Employees eligible Regular courses will be reimbursed at a 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 education compensation under reimbursement for critical needs courses, an approved program of studies leading to certification in a critical needs area must be on file with the veterans G.I. Xxxx or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefitsHuman Resource Department. 6. Reimbursement includes tuition only is for the cost of credit hours only. Additional fees and does expenses charged by colleges/universities (which may include but are not include registration, books, limited to lab fees, etctechnology 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. Reimbursement is subject to and conditioned upon money being appropriated in Under no circumstances shall an employee be reimbursed for more than the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processactual cost of taking a course. 8. Tuition reimbursement is subject may be provided to all IRS required tax withholdingseligible employees currently in the maximum track on the salary schedule. 9. Repayment A grade of at least a B must be earned for track advancement and/or tuition reimbursement. 10. Applications will be processed according to the Employer in one lump sum availability of funds. If the requests for tuition reimbursement exceed the budgeted amount, payments will be required by prorated accordingly. 11. Employees must be under contract for the following school year in order to receive this benefit. If an employee who voluntarily resigns or is discharged released from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed periodtheir contract after receiving reimbursement, the employee must repay the District the amount reimbursed. 12. Tuition reimbursement payments will be required made every June to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:qualified applicants.

Tuition Reimbursement. Any Full-time administrative employees may, in addition to their regular full time employee covered by this contract salary, earn a credit reimbursement for course work taken at an approved institution, according to the following stipulations: ● The school year is eligible for financial assistance for tuition considered to be July 1 to June 30. ● Credit reimbursement amount will be paid according to the following schedule: Grade A Grade B $100.00 or 85% 50% ● Reimbursement will be at 100% of the 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 $100 per credit or the grade % amount, whichever is higher. Courses graded as a Pass/Fail will be reimbursed at 85%. ● The maximum of $1,000.00 credits reimbursable per year if: 1is fifteen (15). Recommended by Total credit reimbursement is limited to $1800/year. ● The administrative employee who anticipates taking courses with the credit reimbursement in mind should complete a pre-approval form which can be secured from the business office and be returned in time to allow the superintendent fifteen (15) days to evaluate the request and notify the administrator prior to starting the course regarding reimbursement status. Late approval may be given at the discretion of the superintendent in mitigating circumstances. ● This form will list the course title, the institution of learning, and the number of credits to be taken. Within sixty (60) days of course completion, the applicant will provide documentation providing the grade earned, and proof of payment. If mitigating circumstances prevent submission of such documentation within the sixty (60) day time limit, the applicant shall submit written notification to the superintendent to extend the time period for payment. No credit will be given toward the reimbursement for incomplete or failed courses. No reimbursement will be paid where there is no tuition expense. ● Credits must be earned in the applicant's field of assignment or with superintendent approval courses directly related to the employee's supervisor and approved by field of assignment. These credits must be at the Chief Judge graduate level. ● If an administrative employee leaves the employment of the applicable Court prior district within 12 months of receiving reimbursement for a completed course(s), the administrator shall, in turn, fully reimburse the district for the money paid to enrollment in the course; and, 2. The employee for any 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 Courtduring that twelve-month period. 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered 32.1 The County agrees to pay for desired coursework that is directly related to work done by this contract is eligible for financial assistance for tuition cost for college or university courses taken in a technical, undergraduatean employee, or graduate program after one (1) complete year of full time County employmentwork which may reasonably expect to be performed by the employee in the near future. The Employer shall reimburse fifty percent (50%) of tuition cost of up to a maximum of $1,000.00 per year if: 1. Recommended Course relevancy will be determined by the employee's supervisor and supervisor, with final approval resting with the County Manager. Employees approved by for coursework at Genesee Community College will be given time off with pay if the Chief Judge courses so approved are during the employee's regularly scheduled work hours. Reimbursement will be based upon the employee's successful completion of the applicable Court prior course(s). 32.2 Any County employee covered under this contract who wishes to matriculate at Genesee Community College may take coursework related to their degree program on a space-available basis at no cost to the employee. 32.3 During the term of this Agreement, the child(ren) and/or spouse of any unit member will be provided a tuition waiver upon enrollment as a full-time student at Genesee Community College with the intent to remain a full-time student for the semester in the course; and, 2which they enroll. (A student must maintain a level of a minimum of 12 semester hours to be considered a full-time student.) The course taken meets one (1) of waiver is limited to the following criterialimitations: (a) it is directly job related, as determined by The student must apply for PELL and TAP; the Chief Judge;waiver will cover the difference between any PELL and TAP awards and the actual cost of tuition at the College. (b) it is Award certificates from the Tuition Assistance program (TAP) and the PELL Grant (PELL) should be submitted to the GCC Financial Aid Office upon receipt. Failure to submit these certifications by November 15 (Fall applicants) or March 15 (Spring applicants) will result in preparation of a job related promotion;full tuition charges being incurred at that time. (c) it The waiver is required or limited to tuition charges only, the student is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation responsible for advancement to a higher classification in employment with all other fee charges that are set by the CourtCollege. 332.4 Tuition Waivers shall be made available to the child(ren)/spouse of County employees through the Volunteer Service Tuition Program. Under special circumstances a supervisor may authorize an employee A committee consisting of CSEA and Management Employees is responsible for administering and developing policies for this program. Changes in the Volunteer Tuition Service Program Policy will be presented 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 TIMEthe CSEA Labor-Management Committee for approval prior to adoption. 4. Prior to being reimbursed for tuition expenses, the employee must present 32.5 CSEA will compile and keep records of community service hours donated by unit members. 32.6 CSEA will provide an annual accounting to the Employer a receipt for payment County of the number of community service hours credited, and proof the number of a grade of C (or its equivalent) or highertuition waivers granted. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any The Board agrees to pay partial tuition reimbursement for approved courses taken after the initial regular full time employee covered instructional certificate has been secured when the following conditions are met: A. The course is a graduate 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. While all courses must be accepted by this contract the accredited institution towards a degree program, the Member of the Bargaining Unit is eligible not required to be in that degree program. The Member of the Bargaining Unit shall be responsible for financial assistance providing proof of such experience. An exception to the “degree program requirement” shall be made for tuition cost 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 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 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 ifthe following four areas: 1. Recommended by Spanish 2. Technology education 3. Inclusion classes for special education 4. The pursuit of another certification in the employeebargaining unit member's supervisor 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 will be limited to them. Workshops will not be approved for reimbursement nor will undergraduate credits be counted for movement on the salary schedule or any lane change purposes for Member of the Bargaining Unit with Master's Degrees. Members of the Bargaining Unit without a Master's Degree will have the option to elect tuition reimbursement or salary schedule lane changes for Bachelor Degree columns on the salary schedule, but not both. C. The course is pre-approved by the Chief Judge Principal and the Human Resources administrator. D. The number of credits does not exceed ten (10) in any one school year. E. The total number of credits for which reimbursement is sought does not exceed thirty (30) semester hours for any individual bargaining unit member during the applicable Court prior totality of his/her tenure in District 94. F. The payment for reimbursement shall not exceed the actual cost per credit or $100 per credit, whichever is applicable. G. A grade of "B" or better must be earned to enrollment qualify for credit reimbursement and must be documented by either a transcript of credits or an official grade report. No reimbursement will be made without submission of a transcript or grade report. H. Only current employees can submit tuition reimbursement requests for the past calendar year. Such requests must be received in the course; and, 2Office of Human Resources no later than December 31st. Reimbursement payments will be made by January 31st. The course taken meets one (1) of the following criteria: (a) it teacher 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 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 entirely responsible for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to submission of all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of courseworksupporting documents. In the event that the employee does not continue employment work the entire school year which commences following the year in which reimbursement is received, the reimbursement received may be deducted from the employee’s final paycheck/s. The employee may not request advance payment of checks at the 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 shall not exceed $0 for the prescribed periodduration of this Agreement. J. 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 per cent (75%) of any tuition costs and shall not reduce the thirty (30) semester hour limit defined per employee in paragraph F. When more than one institution provides the course or courses needed to meet a certification or instruction need, the District will pay seventy-five per cent (75%) of 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, 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 required to reimburse included in the Employer on a prorated basis proposal by the Teacher and with written acknowledgment by the Association President or designee for tuition reimbursement received as follows:approval at the seventy-five (75%) percent level by the Board’s agent.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance for tuition cost for college or university courses taken For those 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 ifan approved Master’s Degree Program: 1. Recommended by Subject to the employee's supervisor limitations set forth in the following paragraph, the Board shall reimburse payment for up to 8 academic graduate level semester hours per year of approved academic graduate coursework taken and approved by the Chief Judge completed. Courses for credit units, completion units, competency units, or something of the applicable Court prior to enrollment like, will not count toward tuition reimbursement. Courses must have the Superintendent or designee approval and earn a grade of “A” or “B” or receive a “pass” in the course; and,event such courses are only evaluated on a pass/fail basis. For the purposes of determining what constitutes a year with respect to the limitation on approved and reimbursable coursework, September 1 through August 31 shall constitute the period of time during which a teacher can obtain approval and complete coursework for reimbursement and potential lane movement. 2. Only employees who do not already have a Master’s degree, are eligible for tuition reimbursement. The course taken meets one (1) Board shall reimburse actual cost, up to $200 per credit hour if part 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 an approved master’s degree in preparation for advancement to a higher classification in employment with the Courtprogram. 3. Under special circumstances The employee must submit a supervisor may authorize request for an employee entire graduate degree program to attend classes during normal working hoursthe Superintendent or designee in advance of enrolling in the program. HOWEVERCourses not submitted for approval at least 7 days in advance of the course beginning, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEwill not be approved and will not count toward tuition reimbursement. 4. Prior to being reimbursed for tuition expenses, Requests must include the employee must present to syllabus (if possible) and/or an excerpt of the Employer a receipt for payment and proof of a grade of C course catalog (or its equivalentother documentation) or higherthat demonstrates the course is a graduate level academic course. 5. Employees eligible for education compensation under the veterans G.I. Xxxx The courses or other government sponsored programs will have degree program must be pertinent to exhaust their other benefits prior to being eligible for Employer education benefitseducation. 6. Reimbursement includes tuition only Upon completion of each course, receipts and does not include registration, books, lab fees, etcfinal grades (unofficial transcripts) must be submitted for final approval. 7. Reimbursement is subject Employees will not be eligible for more than two horizontal lane movements per school year. Completed coursework in excess of two lane movements will not be carried over from year to year, and conditioned upon money being appropriated in the Employer's budget for this specific purpose and employees must apply will be thus waived for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processpurpose of horizontal lane movement. 8. Tuition reimbursement is subject to all IRS required tax withholdingsExcept in circumstances of death or disability or other cause approved by the Board, any teacher who shall terminate employment with the District within 2 years after receiving a graduate degree in Educational Administration shall promptly reimburse the District for the amount of any tuition payments received from the District toward such degree. 9. Repayment Notwithstanding the per semester hour payment limits set forth above, the Board shall pay 100% tuition reimbursement for coursework leading to an endorsement or degree in a teaching shortage field designated by the Board. Such coursework must be approved by the Superintendent and will otherwise be subject to the Employer provisions of this section. Except in one lump sum will be required cases of death, disability, or other good cause as approved by an employee the Board, any teacher who voluntarily resigns terminates employment with the District within 5 years after earning the endorsement or is discharged from employment within three (3) years following completion of coursework. In degree shall promptly reimburse the event the employee does not continue employment District for the prescribed period, amount of tuition payments received from the employee will be required District toward such endorsement or degree in accordance with the following schedule: a. Prior to reimburse completing 1 year of teaching in the Employer on a prorated basis teaching shortage field – 100% b. After completing 1 year of teaching in the teaching shortage field – 80% c. After completing 2 years of teaching in the teaching shortage field – 60% d. After completing 3 years of teaching in the teaching shortage field – 40% e. After completing 4 years of teaching in the teaching shortage field – 20% f. After completing 5 years of teaching in the teaching shortage field – 0% 10. It is acknowledged that course work for tuition reimbursement received as follows:may also apply toward lane advancement. Employees are encouraged to review both sections to ensure that all requirements are being met for advancement the Employee expects.

Tuition Reimbursement. Any regular full time employee 1. The purpose of this article shall be to provide permanent status covered employees with career development opportunities by this contract is eligible establishing policies and procedures relating to tuition reimbursement for financial assistance for tuition cost for college or university post-secondary and/or graduate level courses taken in a technical, undergraduate, or graduate program after one (1) complete year by such employees during off-duty hours to the extent 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 funding authorized by the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,Administrator. 2. The course taken meets one (1) Court Administrator shall appoint a three-person committee to process applications and make recommendations for tuition reimbursement. Any tuition reimbursement must be approved by the Court Administrator or designee. Upon request of the following criteriaUnit Chairperson, the Judiciary shall provide quarterly written updates as to the balance of the tuition reimbursement funds, the number of applicants, the amount of funds dispersed during the fiscal year, and annual notification of the names of the members of the committee. 3. The applicant must have successfully completed the original probationary period, normally at the end of the first six (6) months of employment, at the time the class begins and must still be employed by the Judiciary upon completion of the course. 4. All courses must be of college level, undergraduate or graduate. The course number and a brief course description must be included in the application along with an articulation from the employee of how the knowledge gained will apply to the job or enhance the employee’s performance. To be eligible for tuition reimbursement, the employee must complete the course with a passing grade of at least a "C" in a graded course, or passing a pass/fail course. 5. The maximum available funding for tuition reimbursement for covered employees shall be $10,000 annually. If approved by the Committee pursuant to these procedures, and subject to available funding, employees may receive reimbursement for up to four courses per year. The maximum reimbursement shall be $500 per credit or up to 100% of the actual cost of tuition, whichever is lower, for courses that are deemed to be directly job-related or which are mandated part of an approved degree program. For courses that are deemed to be indirectly job-related such as required electives outside the major course of study, tuition reimbursement may be granted up to 100% of the cost of tuition. Only tuition fees may be included. No other fees or expenses such as travel, registration, activity fees, insurance, parking, or textbook purchases will be reimbursed. 6. Reimbursement must be for a job-related, off-duty course or a course of study as determined by the Committee. The term job-related means that there is a reasonable expectation that tangible benefits will accrue to the Judiciary by allowing the employee to take a course which will enable him or her to keep up with changing concepts or developments in their respective fields, or the course will result in increased knowledge or skill and is aimed primarily at improving the employee’s performance and upward mobility. The term off-duty means that the course is conducted during a period when the employee is not expected to be on the job, for example, during hours outside the normal work schedule or while on approved leave. The Judiciary will only pay for courses where there is a reasonable relationship between the course and the employee’s current or progressive employment in the Judiciary. 7. When applications for reimbursement exceed available funds, the Committee shall give priority to employees working toward a post-secondary degree who have previously participated in the program and/or courses that are directly job-related. The Committee may adjust the rate of reimbursement to fit requests within the budget. 8. Requests for reimbursement shall be submitted for review by the Committee before the course begins. At a minimum, the Committee shall schedule three application periods per year with sufficient lead time to allow employees to request reimbursement for courses. The Committee shall allocate the available funding to meet the needs of employees considering the schedules of the educational institutions. There will be no reimbursement of tuition if prior approval was not obtained. A notice of approval or disapproval will be mailed to the applicant after receipt and review of the application by the Committee. 9. Upon completion of the course the applicant shall submit: (a) it is directly job related, as determined by A request for reimbursement with a copy of the Chief Judge;notice of approval, (b) it is in preparation of a job related promotion;A grade report, and (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 CourtProof of tuition payment. 310. Under special circumstances Upon receipt of tuition reimbursement funds employees will be subject to retention incentive on a supervisor pro-rata basis. Voluntary termination up to 12 months after the date the payment was issued will require refund a portion of the payment received to the Judiciary prior to termination date. If payment is not forthcoming prior to termination, the Judiciary may authorize reduce the remaining paychecks accordingly. Any such reimbursement, however, shall not result in 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 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 paid less than minimum wage for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition hours worked during those pay periods when reimbursement is subject to all IRS required tax withholdings. 9subtracted from pay. Repayment to The requirement regarding reimbursement shall be clearly identified on the Employer in one lump sum will be required applications signed by an employee who voluntarily resigns or is discharged the employees at the time of their request. 0-6 months from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:payment date must repay 75% 7-9 months from payment date must repay 50% 10-12 months from payment date must repay 25%

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance for tuition The 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 and fees for courses will be reimbursed subject to a maximum of $1,000.00 per year ifthe following conditions: 1. Recommended A. Course work must be approved in advance by the employee's designated supervisor on a form and approved in a manner so prescribed by Human Resources. The request for approval must contain specific course titles. B. For course work that is directly related to the employee’s current position, the following applies: a. 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. b. 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. c. Any credits that are not used in one school year may not be transferred to any subsequent year. d. Paraprofessionals are eligible for additional reimbursement of up to three (3) credits per year at up to the Lansing Community College rate with final approval from the human resources department. Any paraprofessional on layoff status who has not obtained subsequent employment shall be eligible for tuition reimbursement as outlined above for up to two (2) years from the date of separation. C. For course work that is in a planned program directly related to another assignment within Xxxxxx Intermediate School District to which the employee aspires, the following applies: a. The employee must submit to Human Resources the planned program leading to a degree from an accredited college or university and receive approval before enrolling. b. The employee agrees to work for the board for a minimum of three years after completing their planned program. c. If the employee leaves the district prior to completing the planned program or within three years after completing the planned program, the employee will pay the district back for the additional tuition they were reimbursed that is over and above the amount in b above. This reimbursement to the district would be waived for extenuating circumstances, including but not limited to, a layoff or medical condition that prevented the employee from working, subject to the approval of the assistant superintendent of human resources. d. For bargaining unit members attending a community college, reimbursement is limited to the cost of sixteen (16) semester credits at Lansing Community College in any one year of this agreement. e. For bargaining unit members attending a four-year university, reimbursement is limited to the cost of twelve (12) semester resident undergraduate on-campus tuition credits at Michigan State University in any one year of this agreement. f. Any credits that are not used in one school year may not be transferred to any subsequent year. X. Xxxxx for reimbursement will be submitted on a Tuition Reimbursement Form after completion of the course. A copy of the grade report (for credit courses) and evidence of actual tuition amount paid by the Chief Judge employee must accompany submission of the applicable Court prior to enrollment in the course; and, 2claim. 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 expensesFor courses not granting academic credit, the employee must present to the Employer also submit 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following statement substantiating successful completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:class.

Tuition Reimbursement. Any regular full 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 recipient must be a permanent, full-time employee covered 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 this contract is 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. Correspondence courses are not eligible for financial assistance reimbursement except for tuition cost the Open Learning Program, which is administered by the University of Cincinnati in cooperation with the International Association of Fire Fighters. iii. The agency or department can reimburse at a rate equal to 100% for college a grade of A, 80% for a grade of B, or university courses taken a passing grade in a technicalpass/fail course, undergraduateand 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 graduate (3) elective and/or required courses in a degree program after 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 2007 level of funding. The rate of reimbursement shall be capped based on the tuition rate per credit hour at the University of Cincinnati. 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 be sent to the Finance Department, 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 copy retained by the employee's supervisor Personnel Office, and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2. The course taken meets 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 following criteria: (a) it is directly job relatedend of the academic session The department will then forward the receipt, as determined by the Chief Judge; (b) it is in 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 annual budgets. B. A reasonable promotional opportunity is considered any position in the City service for which a job related promotion; (c) it is required present employee could eventually take a promotional or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to open exam and which has 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 pay scale than his 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of courseworkjob. In the event of a question as to the employee does not continue employment for appropriateness of a course, or as to the prescribed periodreasonableness of a promotional opportunity, the City Personnel Officer shall be the deciding authority. In case of a full-time employee who is also a full-time student paying a flat rate, the amount to be reimbursed will be required determined by dividing the number of hours taken into the tuition or instructional fee (not including any general or special fees) to reimburse get the Employer employee's cost per credit hour which shall be reimbursed as provided in Section 32.13(A)(iii). Except for financial assistance received because of service in the armed forces, those employees who are receiving other financial aid will be reimbursed based on a prorated basis for their actual tuition reimbursement received as follows:expense.

Tuition Reimbursement. Any regular full To xxxxxx and encourage lifelong learning, all 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 members who have completed one (1) complete year or more years of full time County employmentcontinuous active service prior to the date of the start of a course shall be eligible for a reimbursement of books, instructional fees, laboratory fees and general fees for courses of study voluntarily undertaken by the member that are directly related to the member's job duties. The Employer amount of reimbursement shall reimburse fifty percent not exceed the following amounts: four thousand dollars (50%$4,000), increased to five thousand dollars ($5,000.00) of for graduate level coursework. The tuition cost of up reimbursement program shall be subject to a maximum of $1,000.00 per year ifthe following conditions: 1A. No member on an unpaid leave of absence or unauthorized leave of absence may apply for tuition reimbursement. B. There must be a correlation between the member's duties and responsibilities and the course of study taken or the degree program pursued. C. All undergraduate and graduate courses must be taken other than during scheduled working hours. Recommended All scheduled hours for courses of instruction must be filed through the Chief or his/her designee and forwarded to the Auditor or Mayor. All courses of study are subject to approval by the employee's supervisor and Mayor or designee. All scheduled times of courses must be approved by the Chief Judge or his/her designee. Any situation that, in the discretion of the applicable Court Chief or his/her designee, would require a member's presence on the job, shall take complete and final precedence over any time scheduled for courses. D. 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 case-by-case basis consistent with the provisions of this Article. Seminars, conferences and workshops will only be considered for reimbursement under the provisions of Section 33.1(C) and any related expenses or location must be approved in advance by the Mayor. E. The Mayor 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 Mayor or designee shall establish eligibility of the member to receive reimbursement. Additional institutions may be considered by forwarding an application for reimbursement to the Mayor. Application for approval of institutions and courses must be made to the Mayor not more than thirty (30) days or less than ten (10) days prior to enrollment the first day of the scheduled course(s). F. Any financial assistance from any governmental or private agency available to a member, whether or not applied for and regardless of when such assistance may have been received, shall be deducted in the course; and,entire amount from the full tuition reimbursement the member is eligible for under this Section. If a member's tuition is fully covered by another governmental or private agency, then the member is not entitled to payment from the City. 2. The G. Reimbursement for instructional fees and associated general, laboratory fees or continuing education fees will be made when the member satisfactorily completes a course taken meets one (1) and presents an official certificate or its equivalent and a receipt of payment, or unpaid xxxx, from the institution confirming completion of the following criteria:approved course. (a) it is directly job relatedH. No reimbursement will be granted for paper, as determined by the Chief Judge; (b) it is in preparation supplies of a job related promotion; (c) it is required or is elective subject mandatory to obtain a diplomawhatever nature, certificatetransportation, meals, or undergraduate degree in preparation for advancement to a higher classification in employment any other expense connected with any course except the Courtcost of instructional fees and associated fees. 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 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 I. A member participating in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement program (including continuing education) who terminates City employment for any reason (other than layoff, disability, or death) must repay the tuition reimbursement paid by August prior the City for courses taken within two (2) years, based on the member's termination date (pay back period to be based on the date the course or semester ended, not the date of payment by the City). Any amounts due to the calendar year City under this pay back requirement shall be deducted from the member's final paycheck or from the member's terminal leave pay, including any applicable vacation pay, holiday pay, sick leave, etc. The member shall make the arrangements for which payment of any additional balance due with the funds are requested so the applicable court can seek funding for the request through the annual budget processAuditor before his/her last day of employment. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance Employees are encouraged to undertake degree programs, college-level courses and courses of study that are directly related to their job responsibilities. Reimbursement for tuition cost and books will only be made to employees enrolled in degree programs, college-level courses and courses of study directly related to their job responsibilities. 1. Tuition paid for college or university job-related courses taken within the approved degree program will be reimbursed to the employee. Tuition for non-job-related required courses taken within the approved degree program will be reimbursed with the following restrictions: A maximum of 12 credits of non-job-related courses will be reimbursed for employees enrolled in an approved four-year Baccalaureate Program. A maximum of 6 credits of non-job-related required courses will be reimbursed for employees enrolled in an approved two-year Associate Degree Program. *Work location – For the purpose of this clause, work location shall be defined as each office within a technicalgiven school building, undergraduate, or graduate program after one (1) complete year the Business Office and the Superintendent’s Office. 2. Courses of full time County employmentstudy directly related to an employee’s job responsibilities must be deemed to be of sufficient merit by the Assistant Superintendent. 3. The Employer shall reimburse fifty percent (50%) of tuition cost of up Tuition paid for all job-related college-level courses directly related to a job responsibilities will be reimbursed to the employee. 4. A maximum of $1,000.00 per year if50 will be reimbursed to the employee for books purchased for any course eligible for tuition reimbursement. 5. The maximum annual tuition reimbursement will be $1,000. Current employees enrolled in a degree program shall complete this program. In order to obtain reimbursement, the employee must: 1. Recommended by the employee's supervisor and approved by the Chief Judge Prior to taking a course that is not job related submit proof of the applicable Court prior to enrollment being enrolled in the course; and,either a two-year Associate Degree Program that is job related or a four- year Baccalaureate Degree Program that is job related. 2. The Prior to taking a college-level course, submit for approval to the Assistant Superintendent the following information: • Description of course taken meets one (1) • Meeting times and location of the following criteria: (a) it is directly classes • A description of the relationship of the course goals to the employee’s specific 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.responsibilities 3. Under special circumstances Prior to taking a supervisor may authorize an employee course of study, submit for approval to attend the Assistant Superintendent the following information: • Description of course • Meeting times and location of the classes during normal working hours. HOWEVER, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIME.• A description of the relationship of the course goals to the employee’s specific job responsibilities 4. Prior Receive written approval to being reimbursed for tuition expenses, take the employee must present to course from the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higherAssistant Superintendent. 5. Employees eligible Payment for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum books will be required by an made after the employee who voluntarily resigns or is discharged from employment within three (3) years following has submitted proof of the successful completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis course and submitted appropriate proof of payment for tuition reimbursement received as follows:and books.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance The Board agrees to grant allowances of individual certificated personnel 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 reimbursement according to a maximum of $1,000.00 per year ifthe following guidelines: 1. Recommended by the employee's supervisor Alternative Resident Educator License (Career-Tech, Route B) teachers may not claim both tuition reimbursement and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,workshop compensation. 2. The course taken meets one All requests for reimbursement must be submitted on the formal application supplied by the Board to the Superintendent ten (110) work days prior to the start of the following criteria: class. A response will be made within ten (a10) it is directly job related, as determined by work days of receipt of 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 Courtrequest. 3. Under special circumstances Credits must be earned in an academic or trade-related course from a supervisor may authorize an employee to attend classes during normal working hours. HOWEVERcollege, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEtrade 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. Prior to being reimbursed for tuition expenses, Coursework must be scheduled at times that do not interfere with normal duties during the employee must present to regular work day of the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higheremployee. 5. Employees Certificated personnel receiving tuition reimbursement must return to C-TEC for the entire school year following the completion of coursework. An exception to this rule will be made if the person involved is RIFd or becomes eligible for education compensation under disability retirement approved by the veterans G.I. Xxxx or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefitsState Teachers Retirement System. 6. Reimbursement includes In order for a teacher to be eligible for reimbursement, the following items must be on file in the Treasurer's office:  An official transcript of the credits or the official grade card from the class for which reimbursement has been applied, showing a grade of no lower than a "C" or "Pass" for each course for which tuition only reimbursement is requested.  A detailed xxxx or other official document from the institution indicating the actual cost of tuition and does not include registration, books, lab breakdown of other fees, etc.  Proof of payment. 7. Reimbursement is subject to and conditioned upon money being appropriated shall be made within forty-five (45) days after the Treasurer has received the item described in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processforegoing stipulations. 8. Tuition reimbursement is subject will be funded by the Board as follows: The tuition reimbursement pool shall be funded to all IRS the amount of forty-five thousand dollars ($45,000) per calendar year and will not be carried over to the next calendar year. The reimbursement amount shall be charged to the pool based upon the first scheduled class date. Alternative Resident Educator License teachers shall be fully funded for courses required tax withholdingsto obtain their initial 5-year license. 9. Repayment to the Employer in one lump sum No teacher will be required reimbursed by an employee the Board if he/she received grants, payments, or scholarships from some other source for tuition. 10. Teachers may receive a yearly maximum of five thousand dollars ($5,000). 11. Teachers who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis have been approved for tuition reimbursement received and who later do not enroll in the class as follows:scheduled, are asked to notify the Superintendent as soon as possible.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance for As a professional development incentive, tuition cost for college or university reimbursement shall be provided to unit members taking courses taken in a technical, undergraduate, or graduate program after one (1) complete year w hich st rengthen individual competencies and/or enhance the achievement 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:dist rict goals. 1. Recommended by All members of the bargaining unit shall be eligible to receive tuition reimbursement payments for up to the xx xxxx graduate semest er hours (or equivalent in quarter hours) per year f rom an accredited inst itution of higher learning. The course of st xxx shall be directly related to the employee's supervisor and ’ s primary job responsibilities. 2. A bargaining unit member may request reimbursement for the cost of a professional development course or seminar offered by an accredited technical or professional inst itution. The course or seminar shall be directly related to the employee’ s primary job responsibilities. Such reimbursement shall not exceed $500 in a f iscal year. The course or seminar must be approved by the Chief Judge of the applicable Court supervising administ rator, 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 Courtregist ration. 3. Under special circumstances a supervisor The period in w hich the nine hours may authorize an be taken extends f rom the fall term to the succeeding fall term for the particular inst itution the 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 TIMEis attending. 4. Prior Tuition reimbursement shall be available for Bachelor and graduate level courses that are required by a formal course of st xxx leading 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 higherdegree. 5. Employees eligible The per credit hour reimbursement shall not exceed $150 w ith an annual cap for education compensation under the veterans G.I. Xxxx or other government sponsored programs will have bargaining unit of $50,000 to exhaust their other benefits prior be aw arded to being eligible for Employer education benefitsemployees on a f irst come, f irst -served basis. 6. Reimbursement includes tuition only and does not include registration, books, lab fees, etcCourses must be completed during the individual’ s employment period. 7. Reimbursement is subject To obtain tuition reimbursement , the employee shall submit the follow ing documentation to Compensat ion Administ ration: a. the official t ranscript (w ith raised seal) indicating successf ul completion of the course(s) and conditioned upon money being appropriated in the Employer's budget for this specific purpose and employees must apply for credits earned; b. verification f rom the college/universit y of the tuition reimbursement by August prior to paid (Form FT1); and c. the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processemployee’ s supervising administrator’ s advance w rit ten approval. 8. Tuition reimbursement is subject to all IRS required tax withholdingsRequired documentation must be submit xxx no later than six months after the end of the term/semest er during w hich the course w as completed or w ithin six months after official est ablishment of degree candidacy. 9. Repayment to Employees w ho have applied for and are participating in the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three Deferred Retirement Option Program (3DROP) years following completion of coursework. In the event the employee does are not continue employment eligible for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:.

Tuition Reimbursement. Any regular full time employee covered The Water Board will provide tuition reimbursement for bargaining unit members who wish to take approved courses from an approved college or university for purposes of professional development. The total amount payable shall not exceed $4,500 for each fiscal year, July 1st to June 30th in each year of this agreement. Tuition reimbursement will be limited by this contract availability of funds. The maximum award for any individual in a fiscal year (July 1-June 30) is eligible $1,500. The purpose of tuition reimbursement is to provide support for financial assistance employees who aspire for tuition cost positions at the Water Board that would require more education to attain. Guidelines for program:  Approved classes will be college or university courses that will promote professional development of the employee.  Seminars or workshops that do not count as college credit will not be approved.  Courses must be complementary to Water Board positions and related to professional development.  Courses must be taken in a technical, undergraduate, or graduate program after one (1) complete year on the employees own time outside 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 the employee’s regular work schedule unless otherwise approved by the employee's ’s direct supervisor and approved the General Manager.  The Water Board shall not be required to alter work schedules to accommodate class work or class participation. Application for tuition reimbursement:  To secure funding for the year, employees requesting tuition reimbursement must apply to the General Manager in writing by the Chief Judge June 1st of the applicable Court prior each year for college courses they plan to enrollment take in the course; and, 2following fiscal year (July 1 – June 30). The course taken meets one (1)  Employees should inform their direct supervisor of their intent to apply for tuition reimbursement.  Employees can make application anytime during the year with the understanding that only funds that are still available can be disbursed. Tuition reimbursement funding can be disbursed using the following criteria: (a) it guidelines:  Submittal of documents from the college or university stating the employee has completed the course with at least a grade “B” or higher.  Submittal of documents must be made within 30 days of course completion.  Proof of payment from the employee to the college or university for each approved course that is directly job relatedeligible for tuition reimbursement will be submitted.  All eligible courses must be completed in the fiscal year they are applied for.  Books, as determined by materials, travel time, and other incidentals to attend courses are not reimbursable items. Employee Separation: By agreeing to the Chief Judge; (b) it is in preparation terms of a job related promotion; (c) it is required or is elective subject mandatory to obtain a diplomatuition reimbursement for college courses, certificate, or undergraduate degree in preparation for advancement to a higher classification in the employee agrees that they will maintain their employment with the Court. 3Water Board for at least 24 months after tuition reimbursement has taken place. 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 expensesIf employment is separated, the employee must present agrees to return 50% of the Employer a receipt for payment and proof funding the Water Board has reimbursed within the last 24 months of a grade of C (or its equivalent) or higheremployment. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time ‌ A. The Employer reimburses tuition 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, as long as the subject matter of the specific course or course of study is job-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 the University of Washington. The employee covered by this contract is eligible for financial assistance must receive approval from the Chief prior to taking the course. A request for tuition cost for college or university courses taken in shall not be unreasonably denied. B. If an employee receives a technicalscholarship, undergraduategrant, or graduate program after 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 (1) complete year of full time County employment. The Employer shall reimburse fifty hundred percent (50100%) of tuition the cost of up to a maximum tuition. C. A satisfactory grade of $1,000.00 per year if: 1C or higher or equivalent is required for reimbursement. Recommended The employee must submit documentation as required by Budget and Fiscal Services (BFS) with the employee's supervisor and approved by the Chief Judge request for reimbursement within sixty (60) calendar days 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 Courtschool releasing grades. 3. Under special circumstances a supervisor may authorize D. In the event the Employer directs an employee to attend classes during normal working hours. HOWEVERany formal training course, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEall books and incidental fees will be paid by the Employer. 4. Prior to being reimbursed E. Once a request for tuition expensesreimbursement has been approved, the Employer will reimburse the cost of tuition as provided above. BFS will process tuition reimbursements within sixty (60) calendar days of receiving the documentation required in Subsection 21.4 C. F. If an employee receiving tuition reimbursement misses two (2) consecutive terms of school, 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis reapply for tuition reimbursement received as follows:before attendance resumes.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance for The College agrees to provide tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one reimbursement under the following conditions: (1) complete year of full time County employment. The Employer shall reimburse fifty percent (50%) of tuition cost of up graduate course or undergraduate course which is agreed to a maximum of $1,000.00 per year if: 1. Recommended in advance by the employee's supervisor administration and approved bargaining unit member and which is mutually beneficial to him/her and the college must be offered by an accredited institution of higher education. (2) A written request shall be submitted to the Chief Judge of Xxxx and the applicable Court Vice President for approval prior to enrollment enrolling in the course; and,. 2. (3) The graduate course taken meets shall be relevant to the bargaining unit member's field or fields if he/she has or has had assignments in more than one area. (14) Bargaining unit members shall be limited to 12 credit hours per year at the actual tuition rate, not to exceed 115% of the following criteria:Rutgers University rate. (a5) it The reimbursement is directly job related, as determined by only for the Chief Judge; (b) it is in preparation cost 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 have to exhaust their other benefits prior to being eligible for Employer education benefits. 6. Reimbursement includes tuition only and does not include registrationtravel, bookscost of books or fees, lab feesstudent activities, etc. (6) The reimbursement will be made upon receipt by the college of an official grade transcript indicating a passing grade and upon the filing of the appropriate paperwork with the Business Office. In no case will a grade of D be accepted. The reimbursement will be made within forty-five (45) days of receipt by the College of an official grade transcript indicating a passing grade and upon the filing of the appropriate paperwork with the Business Office. Payments which are made beyond the forty-five (45) ARTICLE IX (continued) day period will be increased for each bargaining unit member on the basis of one percent (1%) per month (pro-rated based on the actual number of days the payment is beyond the period). In no case will a grade of "D" be accepted. (7. Reimbursement is subject to and conditioned upon money being appropriated in the Employer's budget ) Bargaining unit members eligible for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer program must be employed in one lump sum will a full-time capacity at Middlesex County College and may not be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion recipient of courseworkany benefits outlined in Article V, A(1). In the event the employee does no case are one-semester employees, or employees hired to replace bargaining unit members on leave eligible for tuition reimbursement. The )one-semester exception applies only to those bargaining unit members who have not continue employment for the prescribed period, the employee will be required to reimburse the Employer been hired previously on a prorated full-time basis for tuition reimbursement received as follows:at Middlesex County College.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible A. The employer and the Union recognize the need for financial assistance for tuition cost the development and training of qualified employees to partially fulfill the employer’s work force requirements. B. Unit member shall be reimbursed for college credit at the rate of up to $2,225.00 per year or university courses taken in a technicalthe actual tuition cost, undergraduate, or graduate program after whichever is less. Specialized training will be reimbursed at an equivalent rate of one (1) complete year semester hour per fourteen (14) hours of full time County employmentclassroom instruction. The Employer shall reimburse fifty percent (50%) of tuition cost of up to courses must be in a maximum of $1,000.00 per year if: 1. Recommended by job-related area and have the employee's supervisor and approved by the Chief Judge approval of the applicable Court Superintendent or his or her designated agent prior to enrollment in the course; and,. C. The following conditions shall apply to reimbursement: 1. Courses for which reimbursement is made must be job-related and have the approval of the Superintendent or his or her designee prior to enrollment. These courses may include trade school and job related non-credit courses. 2. The In graded courses, the employee must earn a grade of C or better before reimbursement will be approved. In ungraded courses, the employee must document satisfactory completion of all course taken meets one (1) of the following criteria: (a) it is directly job relatedrequirements, 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 Courtbefore reimbursement will be made. 3. Under special circumstances Employees reimbursed for credits earned during any portion of a supervisor may authorize an fiscal year must work in the county for the following fiscal year. In the event that the employee receives reimbursement and is unable to attend classes during normal working hoursbe employed in the county the following year, the employee obligates himself or herself to return the amount reimbursed to the Board. HOWEVERIf such funds are not reimbursed, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEthe equivalent amount shall be deducted from his or her final paycheck. Unit members who are laid off as a result of a reduction in force will not be obligated by this provision. 4. Prior to being reimbursed Any additional financial assistance or allowance received for tuition expenses, beyond the actual tuition cost incurred by the employee must present to will be deducted from the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higheramount which the employee would be reimbursed under the formula stated above. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the an employee does cannot continue employment for the prescribed periodbe reimbursed because of budget limitations, the employee he or she will be required paid prior to reimburse new applicants in the Employer on a prorated basis for tuition reimbursement received as follows:next fiscal year.

Tuition Reimbursement. Any regular full 1. Full time employee covered by this contract is employees who have successfully completed their initial probationary period are eligible for financial assistance for to receive tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full time County employmentreimbursement. The Employer City shall reimburse fifty percent (50%) of tuition cost of provide reimbursement for tuition, books, lab fees and mandatory fees within a fiscal year up to a maximum of dollar amount which shall not exceed $1,000.00 2,000 per fiscal year if: 1. Recommended by for courses related to the employee's supervisor and current job. An employee shall be reimbursed upon submitting evidence that he/she has satisfactorily completed the approved by course work. Employees shall obtain pre-approval from the Chief Judge City prior to commencement of classes. Failure to receive pre-approval in advance of the applicable Court prior to enrollment start date shall result in the course; and,denial of the reimbursement request. Reimbursement will only be granted for courses taken at universities or colleges that are accredited with the Western Association of Schools & Colleges or one of the other five regional associations that accredit public and private schools, colleges and universities in the United States. Employees must submit their request for reimbursement within thirty (30) days of course completion, conference attendance or approved book purchase. Coursework approved during a fiscal year will be applied to that fiscal year allowance, regardless of the course end date. 2. The course City shall also provide reimbursement pursuant to the guidelines outlined above for courses 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 part of a job related promotion; curriculum (cgeneral education or classes applicable to a specific major) it is required that would lead toward an Associate’s or is elective subject mandatory to obtain a diploma, certificateBachelor’s Degree, or undergraduate degree in preparation for advancement to a higher classification in employment with the CourtMaster’s Degree. 3. Under special circumstances In no event will the total amount for Tuition Reimbursement for any employee, for any combination of classes taken in a supervisor may authorize an employee to attend classes during normal working hours. HOWEVERfiscal year, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEexceed $2,000 per fiscal year. 4. Prior WCE Employees may use tuition reimbursement funds to being reimbursed cover registration fees for tuition expensesprofessional development courses presented through the professional organizations approved by the Human Resources Director. Purchase of code books, reference materials and legal reference materials required due to changing codes and laws may be approved by the employee must present Human Resources Director if request to the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higherpurchase materials is approved in advance. 5. Employees eligible If an employee attains a degree in a subject related to his/her current job, while employed with the City, the employee shall receive a one-time payment of $300 for education compensation under the veterans G.I. Xxxx or other government sponsored programs will have to exhaust their other benefits prior to being eligible an Associate level degree and a one time payment of $600 for Employer education benefitsa Bachelor's degree. Degree Bonus payout request must be submitted and received by Human Resources within ninety (90) days of completion of degree. 6. All other provisions of the Tuition Reimbursement includes tuition only and does not include registration, books, lab fees, etcDirective AD-04 shall remain in effect. 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance for ‌‌‌ The Department of Public Safety will maintain its tuition cost for college or university courses taken in a technical, undergraduate, or graduate reimbursement 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 criteriaas follows: (a) it is directly job relatedEmployees may be eligible for tuition reimbursement not otherwise reimbursed from other sources for the following: (1) Post-secondary courses taken at a properly accredited educational institution which will, as determined by the Chief Judge;Commissioner, increase such employee’s expertise in his or her present position, or other positions in the bargaining unit, or which is related to the next higher promotional position outside the bargaining unit. (2) All courses required by a criminal justice degree program, or other degree program as may be approved by the Commissioner. (b) The maximum reimbursement per credit shall be the actual tuition or an amount equal to the tuition for a similar course offered at a Vermont State supported educational institution, whichever is less. In no event shall tuition reimbursement exceed twelve (12) college credits, or equivalents, per year. The Department may, if it is in preparation of a job related promotion;deems it advisable and if there are sufficient funds available, agree to reimburse up to eighteen (18) college credits, or equivalents, per year. (ca) it A written application must be made through channels to the Commissioner prior to enrollment in a course of study stating the basis for the request for reimbursement. Within twenty (20) calendar days a response will be made in writing as to whether or not the Department will provide reimbursement, subject to the availability of funds. The Department may enter into agreements with colleges for voucher arrangements where the approved tuition can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the state for any expenses not otherwise reimbursable under this Article. (b) In order to secure reimbursement the employee must complete the course of study and maintain a course grade of not less than “C”. Written proof of payment of tuition must be submitted to the Department along with a copy of the final grade received. In unusual circumstances where the State is required or is elective subject mandatory not able to obtain a diplomaenter into agreements with the institution for direct payments, certificatethe State will grant an advance to the employee. Employees who do not complete the course, or undergraduate degree complete with a passing grade, shall reimburse the Department in preparation for advancement to a higher classification in employment with the Courtfull. 3. Under special circumstances a supervisor Approved courses shall be taken during off-duty hours. The Department may authorize approve an employee adjustment of an individual employee’s working schedule to attend classes during normal working hours. HOWEVERsuch courses, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEbut the Department shall be under no obligation to do so. 4. Prior to being reimbursed for tuition expenses, the employee must present The operation of this program is subject to the Employer availability of funds, not to exceed thirty thousand dollars ($30,000) each year. Continuation of this benefit beyond the termination date of this Agreement shall be contingent upon the renegotiation of this benefit and specific funding provided as a receipt for payment and proof of a grade of C (or its equivalent) or higherresult thereof. 5. Employees eligible for education compensation under If funds made available are not sufficient to meet all requests which would otherwise be approvable, the veterans G.I. Xxxx Department may prorate the available funds among the total approvable requests or other government sponsored programs will 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 tuition reimbursement by August prior may limit approvals to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processamount available. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered by this contract is All permanent Members of the City shall be eligible for financial assistance the tuition reimbursement program for tuition cost courses of study or training taken at an Accredited College or University, directly related to the job or for college or university courses taken preparing for future promotions within the City, subject to the limitations and provisions as described below: (Nonetheless, in a technical, undergraduate, or graduate program after one (1) complete year the event of full time County employment. The Employer shall reimburse fifty percent (50%) provision of tuition cost of up to reimbursement on 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 City-wide basis resulting in the course; and, 2necessity of either a General Fund deficit or in the transfer into the General Fund of revenues from other sources, the tuition reimbursement provision may be suspended until a deficit no longer exists, and any external funding source has been reimbursed for its transfer into the General Fund. The However, in any instance where pre-course taken meets one (1) enrollment authorization to participate in the tuition reimbursement program was provided, a subsequent General Fund deficit as described herein, shall not impact eligibility 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 such an employee to attend classes during normal working hoursreceive the tuition reimbursement benefits set forth in this Article, but only for the particular unit(s) for which authorized enrollment was granted prior to incurring of the budgetary shortfall.) All course work must be personally attended by the Member at a California Community College or a non-profit California Institution of Higher Learning. HOWEVERWith the approval of the Department Head and the City Manager, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIME. 4on-line courses of instruction offered by a California Community College or California State College or University may be substituted in lieu of personal attendance in a classroom. Prior Each eligible Member shall obtain approval from his department head and City Manager for his/her course of study a minimum of two weeks prior to being enrollment. Approval must be obtained for place of education, course of study, time of completion and a total estimated cost to the City for the course or courses anticipated. Reapproval must be obtained for each change in course or place of education. Maximum costs for tuition and books taken each year under this program shall be reimbursed for actual out-of-pocket costs incurred, based on the current cost of one academic year’s undergraduate tuition expenses(or portion thereof), at Cal Poly Pomona. The City, for the purposes of maximum reimbursement to employees, will view the academic year as September through August and will reimburse tuition at an amount not to exceed the cost of an academic year for 6.1 or more undergraduate units taken at Cal Poly Pomona, as shown on the State University Fee Schedule. Reimbursement shall be limited to tuition costs only. There shall be no reimbursement for books and/or fees. Tuition reimbursement eligibility shall apply only to expenditures at State of California accredited community colleges and universities, or at State of California accredited private not for profit institutions. On-line or other home-study courses and institutions shall not be eligible for reimbursement unless they are from California colleges and universities. The employee shall be reimbursed by the City, upon successful course completion and, upon submittal of verified receipts of pre-payment by the employee of tuition costs related to the program. In order to receive reimbursement from the City for the course of study, the employee must present to complete the Employer course with a receipt minimum “C” or passing “credit” for payment and proof classes without letter grades for each class taken within the time set forth, except for reasons 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 have to exhaust their other benefits prior to being eligible for Employer education benefits. 6. Reimbursement includes tuition only and does not include registrationdeath, booksdisability, lab fees, etc. 7. Reimbursement is subject to and conditioned upon money being appropriated involuntary service in the Employer's budget for this specific purpose and employees must apply for Armed Forces, or involuntary termination of employment. If the tuition reimbursement by August prior to employee voluntarily terminates his/her employment with the calendar City within one year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following after completion of coursework. In the event the employee does not continue employment for the prescribed periodhis/her course of study, the employee will shall be required to reimburse repay to the Employer City all sums expended in his/her behalf for the educational program during the one year prior to his/her termination, except that he/she will receive credit on a prorated the basis for tuition reimbursement received as follows:of one-twelfth (1/12) of the cost each month that he/she worked after completion of the course.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance tuition reimbursement providing the following conditions are met: A. The employee must have held employment status as a regular employee of the Employer for tuition cost a period of no less than twelve (12) consecutive months on the date of starting an approved course. B. The course is directly related to the assigned duties of the employee in his/her present position and direct application of knowledge to be gained in the course that can be clearly stated; or the course is in preparation for college possible future duties that may be assigned the employee in his/her present position or university is a course in the employee's filed. C. Sufficient funds have been appropriated in the adopted budget of the Employer to cover the costs of reimbursing the tuition. D. Reimbursement, upon satisfactory completion of an approved course with a grade of “C” or better for undergraduate courses taken in a technicaland of “B” or better for graduate courses, undergraduate, or graduate program after shall be one (1) complete year of full time County employment. The Employer shall reimburse fifty hundred percent (50100%) 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 expenses associated with the Court. 3. Under special circumstances a supervisor may authorize an employee to attend classes during normal working hours. HOWEVERapproved course (e.g., 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 have to exhaust their other benefits prior to being eligible for Employer education benefits. 6. Reimbursement includes tuition only and does not include registrationtuition, books, lab technical fees, labs, registration fees, etc.). 7E. The employee submits a Tuition Enrollment request and it is approved prior to starting classes. F. The course work and class time is to be completed during the non-regular working hours of the employee. G. Evidence of satisfactorily completing the course(s) in conjunction with proof of total payment for such approved course is to be presented to the Human Resources for verification and processing in order to receive any tuition reimbursement from the Employer. H. Any stipend, grant, scholarship, etc. Reimbursement is subject to and conditioned upon money being appropriated in which contributes toward the tuition payment shall be deducted on a pro-rata basis from the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processassistance payment. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will I. An employee shall be required by an to repay all money received under this Article in the event the employee who voluntarily resigns or is discharged separates from employment the Township within a three-year period subsequent to completion of the course, in accordance with the following chart: If the Employee Separates: Amount to be Repaid: After less than 1 full year Repaid in full After one (l) full year but less than two (2) years 66-2/3% repaid After two (2) full years but less than three (3) years following completion 33-1/2% repaid After three (3) full years No repayment J. Repayment shall be in one lump sum to be deducted from the employee's final paycheck, a payroll deduction is hereby authorized, or reimbursement shall be made forthwith by the employee upon separation of coursework. In employment in the event there are not sufficient funds in the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for employee's final paycheck. K. The maximum tuition reimbursement received as follows:per participant shall be one thousand and eight hundred dollars ($1,800.00) per fiscal year.

Tuition Reimbursement. Any regular full This section is applicable only for employees who have completed provisional status. Tuition reimbursement shall be made by the District for the successful completion of academic classes, clock hour courses, and/or workshops or conferences, and/or to pay substitute release 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 peer observation subject to a maximum of $1,000.00 per year ifthe following provisions: 1. Recommended by the employee's supervisor and approved by the Chief Judge Employees who qualify for tuition reimbursement must submit a Tuition Reimbursement form after successful completion of the applicable Court prior class(s) and/or workshop or conference, along with proof of payment/receipt for course taken or registration or clock hour fee paid, and transcript or grade report, if applicable. Approval of courses to enrollment in meet the course; and,six (6) state criteria will be given by Human Resources after receipt of the above. 2. The course taken meets district shall reimburse the costs of tuition, clock hours, and registration/workshop fees up to three-percent (3%) of cell one (1) of the following criteria: (a) it is directly job relatedLEAP schedule, as determined by the Chief Judge; (b) it is in preparation of a job related promotion; (c) it is required BA+0, Step 0. Registration/workshop fees are reimbursed only if attached to clock hours 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 Courtcredits. 3. Under special circumstances a supervisor may authorize Reimbursement requests for the current contract year shall be submitted to the Human Resources office no later than August 31st. For employees seeking advancement on the salary schedule an employee official transcript shall be furnished to attend classes during normal working hours. HOWEVERthe District no later than October 1 in the current year (ARTICLE VIII, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMESection C-10). 4. Prior To support efforts by staff to being reimbursed pursue their National Board Certification, tuition reimbursement may be used to help defray part of the costs of this process up to a one- time maximum reimbursement of $1,000. Requests for tuition expenses, National Board reimbursement shall be submitted with proof of acceptance into the employee must present to the Employer a receipt for payment National Board Certification program and proof of a grade of C (or its equivalent) or higherapplicable payment/fees up to $1,000. This $1,000 shall be deducted from the total tuition reimbursement allotment available to the employee. 5. Employees eligible may request up to two (2) substitute release days for education compensation under peer observation. These days must be scheduled two (2) weeks in advance and prearranged with the veterans G.I. Xxxx or other government sponsored programs will have teacher to exhaust their other benefits prior to being eligible for Employer education benefitsbe observed. Prior approval of the Principal must be given. 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. 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 City shall reimburse fifty percent (50%) the cost of tuition cost of up to a maximum of $1,000.00 per year if: 1. Recommended by at an accredited educational institution in accordance with 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 criteriafollowing: (a) it is directly job related, as determined Classes taken on an individual basis separate and not part of a college degree program will be evaluated on their individual merit and approval/disapproval determinations made by the Chief Judge;City Manager. (b) it is Tuition reimbursement will not be made in preparation advance. The employee will pay for the course and be reimbursed upon proof of completion of the course with a grade "C" or better, and the submission of a job related promotion;signed affidavit may be requested stating reimbursement has not been requested or received from another source. (c) it is City reimbursement will be for tuition, mandatory fees, (except for recreation fees) and 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 books. All books shall become the Courtproperty of the Auburn Hills Police Department within ten days of completion of the course(s). Supplies and other expenses will be the employee’s responsibility. 3. Under special circumstances a supervisor may authorize an employee (d) Reimbursement will apply to attend classes during normal working hours. HOWEVERactive employees only and will require prior approval from the Supervisor, 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 Department Head 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 have to exhaust their other benefits prior to being eligible for Employer education benefits. 6City Manager. Reimbursement includes tuition only and does not include registration, books, lab fees, etc. 7. Reimbursement is subject will be limited to and conditioned upon money being appropriated in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the $3,000 per person per calendar year for which the funds are requested so the applicable court can seek funding undergraduate tuition and limited to $2,000 per person per calendar year for the request through the annual budget process. 8post-baccalaureate education. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis Payments for tuition reimbursement received shall not be included as follows:part of the final average compensation calculations for pension. (e) Coursework and/or degree programs must be directly related to and those required for the employee’s current position or one that exists within the City organization. However, if coursework is not related to a current position but is part of the degree related program, then coursework would be accepted. (f) Credit earned from life experience, credit transfer fees, training seminars, professional conferences and professional development seminars are specifically excluded. Coursework and/or degree programs must be from accredited colleges and universities and recognized and appearing on the accreditation list published at the time of tuition eligibility determination, by the Council for Higher Education Accreditation (CHEA) or the United States Department of Education (USDE). Such determination is not subject to the grievance procedure.

Tuition Reimbursement. Any regular full time employee covered The Superintendent shall establish a fund in the amount of $15,000.00, which is available for the purposes 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 this contract is the payout deadlines are eligible for financial assistance for tuition 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 for college or university courses taken in a technicalof books, undergraduate, or graduate program after one (1) complete year of full time County employmentparking and non-expendable course materials. Parking fees are reimbursable at 50% with no other fees reimbursable under this fund. The Employer shall reimburse fifty percent (50%) rules and procedures of tuition cost of up to a maximum of $1,000.00 per year ifthe fund are as follows: 1. Recommended 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 employee's supervisor and approved by organization prior to the Chief Judge claim period deadline are not eligible for reimbursement. Participants who are promoted within the organization, but to a position outside of the applicable Court bargaining unit, will only be eligible for reimbursement if they were still employed in their qualifying position two (2) calendar months prior to enrollment in the course; and,claim period deadline. 2. The course taken meets one (1) Request for reimbursement of tuition costs must be approved in advance of the following criteria: (a) it is directly job related, as determined coursework 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 Courtsupervisor and Human Resources. 3. Under special circumstances 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 supervisor may authorize an employee to attend classes during normal working hours. HOWEVERgrade card, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMEofficial transcript, or other acceptable method of verification. 4. Prior to being reimbursed Maximum reimbursement per employee for tuition expensesany 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 amount. In the event that all other participants receive 100% of their approved reimbursement amount, the employee must present receiving the maximum of $2,000.00 will be eligible to receive the Employer a receipt balance in the fund for payment and proof that period so long as total reimbursement does not exceed 100% of a grade their approved reimbursement amount. No employee shall receive more than 100% of C (or its equivalent) or highertheir approved reimbursement amount. 5. Employees eligible To ensure an equitable distribution, claims submitted between August 1 and January 31 will be paid by April 1. Funds will be distributed proportionally among those participating for education compensation under 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 veterans G.I. Xxxx or other government sponsored programs maximum amount allowed, the remaining funds will have to exhaust their other benefits prior to being eligible be distributed proportionally among those remaining participants for Employer education benefitsthat time period. 6. Reimbursement includes tuition only for the first half of the fiscal year shall not exceed 1/2 of the fund balance, and does the total year shall not include registration, books, lab fees, etcexceed the entire 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. 7. Reimbursement is subject to and conditioned upon money being appropriated in No one person can receive more than 1/2 of the Employer's budget for this specific purpose and employees must apply for total fund balance during the tuition reimbursement by August prior to course of the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processone fiscal year. 8. Tuition reimbursement is subject to all IRS required tax withholdingsNo requests can be carried over until the next period or the next fiscal year. All requests for payments must be made in the time period for which they occur. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered Tuition reimbursement may be claimed by this contract is eligible bargaining unit employees, subject to the following specific conditions: A. Maximum reimbursement for financial assistance all participating employees shall be $150,000 per each year of the contract. B. All courses claimed for tuition cost for college or university courses taken in a technicalreimbursement must be related to current assignment, undergraduateleadership, advanced degree, or graduate program after one (1) complete year of full time County employment. additional endorsement or new certification deemed critical by the administration. C. The Employer following specific requirements shall reimburse fifty percent (50%) of tuition cost of up to a maximum of $1,000.00 per year ifapply: 1. Recommended by The employee receives prior written approval from the employee's supervisor and approved by the Chief Judge Assistant Superintendent of the applicable Court prior to enrollment Human Resources or his/her designee for courses described above in the course; and,paragraph B, which shall not be unreasonably denied. 2. The course All courses must be taken meets one from an accredited college/university. Nontraditional formats (1i.e., correspondence, online) of the following must meet specific 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 which must illustrate student to obtain a diploma, certificate, or undergraduate degree in preparation for advancement student and teacher to a higher classification in employment with the Courtstudent interaction. 3. Under special circumstances The employee has paid a supervisor may authorize an employee to attend classes during normal working hourstuition fee at his/her own expense. HOWEVER, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIMENo reimbursement shall be given for a course taken with the use of a tuition waiver. 4. Prior to being reimbursed Tuition reimbursement will only be given for tuition expenses, courses where the employee must present to the Employer a receipt for payment and proof of has earned a grade of C (an "A" or its equivalent) "B" or higherreceived a PASS as evaluated on a PASS/FAIL basis. 5. Employees eligible for education compensation under Official transcripts must be filed in the veterans G.I. Xxxx or other government sponsored programs will have Office of Human Resources, in order to exhaust their other benefits prior to being eligible for Employer education benefitsobtain tuition reimbursement. 6. Reimbursement includes tuition only and does not include registration, books, lab fees, etcAn itemized receipt from the approved course provider or institution showing proof of payment by the employee must be filed with the request for reimbursement. 7. Reimbursement is subject to and conditioned upon money being appropriated in The District shall promptly confirm receipt of the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement application by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processemail. 8. Tuition reimbursement is subject When an employee receives all of the documentation required in this Section C, the employee shall endeavor to all IRS required tax withholdingssubmit the documentation to the Office of Human Resources within 30 calendar days. 9. Repayment Employees will receive tuition reimbursement payment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three a maximum rate of $200 dollars per semester (3credit) hour, maximum of nine (9) semester (credit) hours per year. 10. Employees with two (2) years following completion or more of courseworkfull-time experience in District 131 are eligible for tuition reimbursement. 11. In Any course taken for an ESL endorsement, and which receives a partial reimbursement through the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis bi-lingual department is also eligible for tuition reimbursement under this provision, provided, however, that the total reimbursement received as follows:from both sources may not exceed the tuition cost of the course. D. Once an employee has submitted all required documentation for reimbursement, the office of Human Resources will promptly send an email (referenced in C7) to the employee acknowledging receipt of a complete and accurate request for reimbursement. Complete and accurate requests will be processed within thirty (30) business days. Complete and accurate requests for reimbursement will be processed by the Board for approval and payment within sixty (60) business days of the email confirming acceptance of the employee’s submission. Incomplete or inaccurate submissions will be removed from processing and returned to the employee for correction and resubmission at initial processing stage. E. An employee who applies for tuition reimbursement must agree to remain a fulltime employee in Aurora East School District 131 (in writing) for a minimum of three complete school years after payment of such reimbursement. If through his/her choice his/her employment is terminated before completing three full school years of service after each such reimbursement, he/she shall repay Aurora East School District 131 for such professional reimbursement. X. Xxxxxxxxxxxxx will only be paid to employees employed by the District at the time of disbursement.

Tuition Reimbursement. Any regular full A. The District will pay only tuition costs to full-time employee covered licensed personnel on contract to the District for upper division or graduate level courses. The reimbursement will be at the rates described in Article 21, Section C. The courses for which the reimbursement is paid must meet one of the following requirements: 1. Courses a licensed personnel is required or requested to take by this contract the District; 2. Courses required by the rules of the Oregon Teacher Standards and Practices Commission that would lead toward licensure; 3. Courses taken as part of a graduate program approved by that institution; 4. Courses taken that further the stated goals and objectives of the District; 5. Courses taken in professional development which will contribute to upgrading and updating of licensed personnel performances; 6. Certification acquired through successful completion of the appropriate exam as determined by theTeacher Standards and Practices Commission. The fee for the exam for successful candidates will be paid by the District from the allocated tuition reimbursement funds; the exam fee for unsuccessful candidates will not be reimbursed by the District. B. In addition to the restrictions contained in Section "A" above, the following requirements must be satisfied by the licensed personnel before reimbursement will occur: 1. The licensed personnel must have obtained prior written approval of the District for the course(s) for which reimbursement is eligible requested; 2. The licensed personnel must submit an official receipt for financial assistance for the amount of the actual tuition paid. This receipt must be issued by the institution of higher education and cannot include housing or other incidental fees. Should the institution not provide a receipt, an alternative verification may be submitted to the District. The alternative verification of payment may include a canceled check or credit card receipt and must clearly note the actual tuition cost for college paid; 3. The licensed personnel must submit a grade report or university courses taken in transcript indicating a technical, undergraduate"Pass" grade, or graduate a grade of "C" or above; and 4. Any teacher who chooses to participate in the District’s tuition reimbursement program after one (1) complete year and either resigns or is terminated within two calendar years of receiving such reimbursement, shall be required to repay the District the full time County employmentamount of any tuition reimbursement received in the previous two calendar years. The Employer shall reimburse fifty percent (50%) of tuition cost of up District may withhold from the employee’s final payroll any amount owed the District under this section. Layoff situations due to budget cuts or reduction in force are exempted from this provision. C. During the fiscal year, teachers will be reimbursed to a maximum of nine (9) quarter hours or a maximum of six (6) semester hours (one semester hour equals 1.5 quarter hours). Reimbursement will be at the current University of Oregon Resident Graduate credit rate for the corresponding academic year or the teacher’s actual tuition costs, whichever is less. Prior to June 30 of each year the District will determine the amount of money left in the fund (Section D below), and, if there are remaining funds, equitably distribute the remaining funds to those teachers with approved but unreimbursed tuition requests. D. The District's maximum liability for providing tuition reimbursement pursuant to "A" above is $1,000.00 25,000 per year iffor the duration of this Agreement. E. Procedures to apply for tuition reimbursement and to receive payment: 1. Recommended Applications for tuition reimbursement need to be approved by District Service Center personnel prior to a teacher beginning the course or courses. This ensures there is necessary funding for the requested reimbursement. Approval consists of a tuition reimbursement form signed 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 employee’s principal, and the Employer a receipt for payment appropriate District Service Center personnel. Grades and proof of a payment need to be received at the District Service Center within three weeks of the date the grade is posted. Approved paperwork will be processed by the District Service Center within two weeks of C (or its equivalent) or higherreceipt of grade and payment. 5F. After spring term expenditures have been made, the remaining funds, if any, will be distributed as per Section C, above. G. Tuition reimbursement funds not spent under the terms of Sections B, C, and F, above, may, during the same fiscal year, be otherwise utilized to support non-credited professional development activities of the District's licensed staff. Requests for use of funds in this section must be submitted in writing to the District. H. An Education Assistance Program may be made available by the District to individuals who are completing a college training program to obtain certification or licensure in a subject or specialty area wherein the District has had difficulty attracting and/or retaining employees. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs participating in this program will 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 be subject to the terms and conditioned upon money being appropriated conditions of the individual agreements created between themselves and the District which may differ from the conditions lined out elsewhere in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8article. Tuition reimbursement is subject dollars provided to all IRS required tax withholdings. 9. Repayment to individuals participating in this program shall be considered separate from the Employer monies in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion Section D of coursework. In this article and may exceed the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:limits set forth in Section C.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible A. Reimbursement for financial assistance for tuition cost for college or university courses taken in a technical, undergraduate, or maximum of nine (9) pre-approved graduate program after credits during one (1) complete school year of full time County employmentrunning from July 1 through June 30 from a school agreed upon between the parties as reflected in Appendix C will be granted to all bargaining unit members at the rates below. The Employer shall reimburse fifty percent (50%) of tuition cost of Reimbursement hereunder is not available to instructional personnel on unpaid leave. • 2023-2024 and 2024-2025 school years - $400 per credit up to $3,600 annually • 2025-2026 and 2026-2027 school years - $425 per credit up to $3,825 annually In addition to nine credits available for tuition reimbursement, three credits may be taken from a maximum of $1,000.00 school listed in Appendix C at employee expense and used towards educational attainment each school year. Total credits per year if:that may be used towards educational attainment may not exceed twelve per year. 1B. An employee who wishes to apply for tuition reimbursement shall submit a request to his/her immediate supervisor using the online approval process. Recommended by the employee's supervisor and approved by the Chief Judge of the applicable Court All such requests are to be submitted prior to enrollment in the course; and, 2. The course taken meets one (1) Courses are to be on the graduate level from an accredited teacher preparation institution as listed in Appendix C and must be within the employee’s area of the following criteria: (a) it is directly job relatedresponsibility and/or field of education. Reimbursement for video, as determined by the Chief Judge; (b) it is in preparation of a job related promotion; (c) it is required travel or is elective subject mandatory to obtain a diploma, certificateinternet courses, 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 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 tuition reimbursement by August prior to the calendar year courses for which the funds are requested so offering college or institution does not grant graduate credit toward its own advanced degrees will generally not be approved. Exceptions may be granted by the applicable court can seek funding Executive Director on a case-by-case basis, based on such factors as applicability to the employee’s assignment, rigors of the course, and upon recommendation of the employee’s supervisor. At the discretion of the Executive Director, undergraduate level courses may be eligible for the request through the annual budget processreimbursement. 8. Tuition C. All requests for tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment will be evaluated by the Assistant to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion Executive Director and/or the Human Resources Office. Following approval of coursework. In the event the employee does not continue employment for the prescribed periodrequest, the employee will be required notified by the Human Resources Office using the online approval process. In the case a request is denied, the Assistant to the Executive Director and/or the Human Resources Office will respond to the employee directly stating the reason for the rejection of the request. D. Payment will be made when the employee produces an official transcript showing that the course has been completed and assigned a final grade of “A” or “B” or a passing grade if the course is offered on a pass/fail basis. An official transcript must be received in the Personnel Office before payment can be made. E. An employee who received tuition reimbursement under this Article and discontinues employment with the Bucks IU shall reimburse the Employer on a prorated basis Bucks IU for any tuition reimbursement received during the current fiscal year and the fiscal year prior to the discontinuance of employment. Section 2. Employees holding a Level I certificate and working toward permanent certification shall be eligible for supplemental compensation as follows:provided in Article 4, Section 8.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible Reimbursement will be provided to professional employees for financial assistance for the cost of tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full time County employmentlevel courses. The Employer shall reimburse fifty percent (50%) of tuition cost of up to maximum annual reimbursement is based on the rates established by Penn State University for a maximum of twelve (12) credits per year. Employees may request to take fifteen (15) credits in one year in the event of extenuating circumstances arising from course availability in a cohort program. The Administrative Director or their designee shall have sole discretion to approve any such request. Courses must relate to the career and technical job description or certification requirements, or a related vocational technical or administrative position. An employee participating in a scholarship or grant will not receive an amount for reimbursement which would exceed, when added to the scholarship or grant, the actual cost of the college costs. Reimbursement is limited to the cost of tuition, plus fifty-five dollars ($1,000.00 55) for computer and activity fees. Reimbursement does not cover books, fees not covered by the amounts above, transportation, meals, lodging, etc. The Credit By Portfolio Assessment program at Penn State, which enables students to apply to earn three to six (3 – 6) credits toward their degree at a cost of three hundred ninety dollars ($390) per year ifcourse, with a maximum of 24 credits which can be purchased in this manner. The credits earned through this program of portfolio assessment shall not count toward the annual credit limits outlined above. Pre-approval for the course is made by completing the appropriate application and submitting it to the Director prior to taking the course. No reimbursement will be provided for courses taken without pre- approval. To obtain reimbursement for the course, the pre-approved application is submitted to the Director upon completion of the course, included with a receipt for the tuition and a grade report - - a minimum grade of “B” is required for reimbursement. Approved pass/fail courses will also be reimbursed. Reimbursement will be issued within three weeks of receipt by administration/business office of all required documents including official grade reports. Employees who qualify for tuition reimbursement shall, if they so choose, be eligible for the payment of tuition expenses in advance of taking the course. Requests submitted shall be paid by the Employer in the normal course of business, but in no event more than thirty (30) days from a completed submission. For those employees who received pre-paid tuition, the following conditions apply: 1. Recommended by the employee's supervisor and approved by the Chief Judge a. Within thirty (30) days of the applicable Court prior to enrollment in the course; and, 2. The course taken meets one (1) last day 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 expensesclass, the employee must present submit proof of a final grade of “B” or better and proof of tuition payment along with a copy of the pre- approval form. If the employee fails to submit the proof of grade of “B” or better, proof of tuition payment and pre-approval form, the employee shall be: i. required to refund all sums paid back to the Employer a receipt within forty-five (45) days; unless there is an extenuating circumstance, in which case the Administrative Director, in their sole discretion, may provide the employee an extension of the time required to refund the amounts paid; ii. ineligible for payment and any future tuition payments under this Article until the money is re-paid to the Employer or the proof of a grade of C (or its equivalent) or higher.is submitted; 5iii. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment available collection procedures for the re-payment of sums due to the Employer in one lump sum will be required by an employee employer. Excluding employees who voluntarily resigns are furloughed or is discharged from who retire pursuant to Article XXI of this Agreement, all other employees leaving employment within three (3) years following completion twelve months of coursework. In completing courses toward their CTE I / Instructional I or CTE II / Instructional II certificates will repay to the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis Lebanon County Career and Technology Center all monies received for tuition reimbursement within the twelve months prior to separation from employment; those employees who received as follows:tuition reimbursement for classes taken to fulfill the requirements of degrees or certificates above the CTE I / Instructional I or CTE II / Instructional II columns will repay to the Lebanon County Career and Technology center all monies received for tuition reimbursement within the twenty-four (24) months prior to separation from employment. In either case, repayment shall occur within these timelines unless there is an extenuating circumstance, in which case the Administrative Director, in their sole discretion, may provide the employee an extension of the time required to refund the amounts paid.

Tuition Reimbursement. All full-time 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 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 regular full situation which, in the discretion of the department head, would require an employee's presence on the job shall take complete and final precedence over any time employee covered scheduled for courses. All scheduled hours for courses of instruction must be filed with the Department Head or his designee. All courses are subject to approval by this contract the Department Head. There must be a direct correlation between the member's duties and responsibilities and the courses taken or the degree program pursued. The City Manager's Office has the sole and final discretion to approve or disapprove tuition reimbursement requests. B. Any financial assistance from any governmental or private agency available to a 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 tuition reimbursement the member is eligible for financial assistance under this section. If a member's tuition is fully covered by another governmental or private agency, then the member is not entitled to any payment from the City. C. Employees seeking authorization of a tuition reimbursement must first submit to the Chief of Police for tuition cost for college or university courses taken in a technicalreview, undergraduateprior to September 30 of the year preceding when the classes are to be taken, 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 all necessary information pe1iaining to a maximum of $1,000.00 per year if: 1. Recommended by the proposed course degree to be pursued, the educational institution and the employee's supervisor 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 Chief Judge of the applicable Court prior to enrollment in the course; and, 2City. The course taken meets one (1) of the following criteria: (a) it is directly job relatedSeminars, 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 Courtconferences and workshops are not included. 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 D. Reimbursement for tuition expenses, will be made when the employee must present to the Employer a receipt for payment and proof of member satisfactorily completes (attains at least a grade of C ("C" or its equivalentequivalent for undergraduate work and a grade of at least "B" or its equivalent for graduate work) a course and presents an official certificate or higherits equivalent and a receipt of payment or a copy of the unpaid bill from the institution confirming completion of the approved course. 5. Employees eligible E. No reimbursement will be granted for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 feespaper, etc.supplies of whatever nature, transportation, meals, or any other expense connected with any course, except the cost of tuition and fees as outlined in Paragraph D. 7. Reimbursement is subject to and conditioned upon money being appropriated F. Any employee participating in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement program who resigns (except resignation due to disability), retires (except retirement due to disability), or is discharged for cause must repay the tuition reimbursement paid by August the City for courses taken less than two years prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8date of termination or discharge. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum If necessary, this amount will be required by an employee who voluntarily resigns deducted from the employee's terminal leave pay or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:final paycheck.

Tuition Reimbursement. Any regular full time employee The Agency supports the continuing education of its staff. Each fiscal year, the Agency will allocate one thousand dollars ($1,000.00) to a budgeted line item for a tuition reimbursement fund for those employees covered by under this contract Agreement. The Agency will post a memo stating this benefit at the beginning of August and will provide additional information upon request. Staff is eligible for financial assistance for tuition cost for college or university courses taken in required to submit a technical, undergraduatewritten request to the Chief Executive Officer, or graduate program after designee, in advance of taking a course for which they are seeking reimbursement. This fund will be distributed through the creation of five (5), two hundred dollars ($200.00) allotments to be awarded to the first five (5) eligible bargaining unit members who apply for it in each fiscal year. The appropriate Xxxxxxx will be notified in writing of any award or denial. At the end of each fiscal year, if this fund has not been fully expended, the remaining balance will be distributed among those employees who are still employed at the Agency and who received Tuition Reimbursement allotments during that fiscal year and whose documented costs for approved tuition reimbursement exceeded the $200.00 allotment. The total maximum amount each employee may receive cannot exceed the documented expenses for the approved tuition reimbursement. The following procedures apply to tuition reimbursement: 1. Eligible employees must have completed one (1) complete full year of full time County employmentservice at the Agency in order to be eligible. 2. 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 Employees must receive approval from their manager and approved by the Chief Judge of the applicable Court Executive Officer prior to enrollment enrolling in the course; and, 2. The course taken meets one (1) of the following criteria: (a) it is directly job Approval will only be given for courses, which are judged to be 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 Employees must provide written proof of receiving a supervisor may authorize an employee grade of C or better and present a receipt for tuition payment 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 TIMEthe Chief Executive Officer in order to receive payment. 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 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 who receive tuition reimbursement by August are required to continue employment at the Agency for at least six (6) months following receipt of payment. If an employee leaves the employ of the Agency prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed this six-month period, the employee will be required to reimburse the Employer Agency for a pro-rated portion of the tuition reimbursement payment. Xxxxxxxx Programs admires and supports staff continuing their education and given the nature of our work, it is necessary to have safe and adequate staffing. Due to this, requests for accommodation to the work schedule in order to attend courses will be considered on a prorated case-by-case basis for tuition reimbursement received as follows:at the sole discretion of Xxxxxxxx programs.

Tuition Reimbursement. Any The Board agrees to pay partial tuition reimbursement for approved courses taken after the initial regular full time employee covered instructional certificate has been secured when the following conditions are met: A. The course is a graduate 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. While all courses must be accepted by this contract the accredited institution towards a degree program, the Member of the Bargaining Unit is eligible not required to be in that degree program. The Member of the Bargaining Unit shall be responsible for financial assistance providing proof of such experience. An exception to the “degree program requirement” shall be made for tuition cost 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 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 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 ifthe following four areas: 1. Recommended by Spanish 2. Technology education 3. Inclusion classes for special education 4. The pursuit of another certification in the employeebargaining unit member's supervisor 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 will be limited to them. Workshops will not be approved for reimbursement nor will undergraduate credits be counted for movement on the salary schedule or any lane change purposes for Member of the Bargaining Unit with Master's Degrees. Members of the Bargaining Unit without a Master's Degree will have the option to elect tuition reimbursement or salary schedule lane changes for Bachelor Degree columns on the salary schedule, but not both. C. The course is pre-approved by the Chief Judge Principal and the Human Resources administrator. D. The number of credits does not exceed ten (10) in any one school year. E. The total number of credits for which reimbursement is sought does not exceed thirty (30) semester hours for any individual bargaining unit member during the applicable Court prior totality of his/her tenure in District 94. F. The payment for reimbursement shall not exceed the actual cost per credit or $100 per credit, whichever is applicable. G. A grade of "B" or better must be earned to enrollment qualify for credit reimbursement and must be documented by either a transcript of credits or an official grade report. No reimbursement will be made without submission of a transcript or grade report. H. Only current employees can submit tuition reimbursement requests for the past calendar year. Such requests must be received in the course; and, 2Office of Human Resources no later than December 31st. Reimbursement payments will be made by January 31st. The course taken meets one (1) of the following criteria: (a) it teacher 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 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 entirely responsible for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to submission of all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of courseworksupporting documents. In the event that the employee does not continue employment work the entire school year which commences following the year in which reimbursement is received, the reimbursement received may be deducted from the employee’s final paycheck/s. The employee may not request advance payment of checks at the 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 shall not exceed $0 for the prescribed period2011-12 and 2012-13 school years. The total budget allocation for the 2013-14 school year for credit reimbursement shall be negotiated by the parties 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. J. 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 per cent (75%) of any tuition costs and shall not reduce the thirty (30) semester hour limit defined per employee in paragraph F. When more than one institution provides the course or courses needed to meet a certification or instruction need, the District will pay seventy-five per cent (75%) of 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, 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 required to reimburse included in the Employer on a prorated basis proposal by the Teacher and with written acknowledgment by the Association President or designee for tuition reimbursement received as follows:approval at the seventy-five (75%) percent level by the Board’s agent.

Tuition Reimbursement. Any regular full time employee covered Subject to the conditions and requirements below, a teacher’s tuition shall be reimbursed by this contract is eligible the Board of Education for financial assistance for tuition cost for college or university courses taken each course in a technicalMaster's Program and for each graduate level course beyond a Master's Degree. Prior to classes beginning, 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 courses must be approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2Superintendent or his/her designee. The course Such courses must be taken meets one (1) of the following criteria: (a) it is directly job relatedfrom fully accredited colleges and/or universities, as determined by the Chief Judge; Higher Learning Commission or a similar independent organization mutually agreed upon, and be in an education-related content area, including administration, that will enhance the ability of the teacher to perform his/her current or future job. For the School Nurse, Psychologist, Social Worker, and Speech Pathologist, courses and/or Continuing Education Units (bCEU) it must be taken in their respective field of specialization. The teacher must receive a final grade of A or B in any courses taken, and the maximum tuition reimbursement will be one thousand dollars ($1,000) per teacher during each fiscal year (i.e. July 1 – June 30) of this agreement. In order for course work credit to be counted for salary advancement purposes (i.e. changing “lanes”) for a given school year during this Agreement, a teacher must submit evidence of the actual tuition amount he/she paid and an official transcript of credits earned (or grade report) to the Superintendent or his/her designee by October 1st of the current school year. If such documentation is in preparation not submitted by the October 1st deadline, no salary advancement will occur for the current school year. A teacher who is working toward his/her first Master's Degree must also provide the Superintendent or his/her designee an official letter or certificate of acceptance into a job related promotion; (c) it is required or is elective subject mandatory to obtain a diploma, certificate, or undergraduate Master's degree in preparation for advancement to a higher classification in employment with program when seeking course pre-approval. Only pre-approved courses taken after 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 date of acceptance into the Master’s program will be considered for tuition expenses, the employee must present reimbursement. Teachers new to the Employer District may seek tuition reimbursement for approved courses taken, provided, however, they were first enrolled in such course(s) after they began working as a teacher in the District.. Teachers who are on any form of unpaid leave, are not eligible for tuition reimbursement. A detailed receipt for payment showing the actual tuition amount paid by a teacher and proof an official transcript of credits earned (or grade report) showing satisfactory completion of the course (i.e. the teacher must receive a final grade of C (A or its equivalentB in any course taken) or higher. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior be submitted to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns Superintendent or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on his/her designee before a prorated basis check for tuition reimbursement received as follows:will be issued. Maximum reimbursement may not exceed one thousand dollars ($1,000) per teacher during each fiscal year (i.e. July 1 – June 30) of this Agreement. Teachers must submit a tuition Should a teacher voluntarily leave the employ of the district (except through retirement) within one year following his/her receipt of such tuition reimbursement amount, he/she shall owe the District the entire tuition reimbursement amount for such course(s) taken and that amount may be deducted from a teacher’s final payment of wages.

Tuition Reimbursement. Any regular full time 1. Tuition and textbook reimbursement shall be in accordance with the Veteran's Administration benefits and Safe Streets Act benefits pertaining thereto. In no event shall there be any duplication of these benefits paid the employee. 2. In the event that an employee covered by this contract is eligible ineligible to receive tuition or textbook reimbursement under the provisions of subsection 1., above, and meets the criteria specified under subsections 3. and 4., below, the City shall provide the employee reimbursement of tuition, laboratory fees and required textbooks for financial assistance for tuition cost for college or university approved 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 study up to a maximum reimbursement of $1,000.00 1,200 per year if: 1in calendar years 2010 and 2011. Recommended by The City shall also provide the employee's supervisor and approved by the Chief Judge employee reimbursement up to $125 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 above maximum reimbursement for advancement to a higher classification in employment with the Courtapproved professional fees. 3. Under special circumstances a supervisor In order for the employee's courses of study to qualify for reimbursement under subsection 2., above, the following criteria must be satisfied: a. All course work and related homework must be done on the employee's own time, except that coursework approved to be on City time by both the employee's Department Head and Employee Relations Director 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 TIMEbe on City time. 4b. All courses of study shall be related to an employee's job or to a reasonable promotional opportunity and be approved by a City-designated administrator. Prior Graduate courses must be directly related to being reimbursed an employee's present position or to a reasonable promotional opportunity and be approved by a City-designated administrator. c. Courses must be taken at accredited institutions or schools currently approved by the Department of Employee Relations. d. Short courses (less than three weeks' duration) that are approved by management may be taken. Such courses include directly job-related short courses, workshops or other institutes of less than three weeks. e. An employee must submit an application for reimbursement to a City-designated administrator on a form provided by the City and all receipts for tuition expensesand required textbooks must be submitted within eight (8) weeks of the last course date. Any changes in the request for reimbursement must be reported to the Department of Employee Relations within one week of the change. f. An employee shall submit the official grade report to a City-designated administrator within eight (8) weeks of the successful completion of the approved course. An approved course of study shall be deemed successfully completed if: (1) For college courses and short courses, the minimum grade accepted as satisfactory completion is a final grade that represents the minimum grade point average required for a degree, diploma, or certificate; or (2) When grades are not given or the course of study taken is a non-credit one then the employee must present to aforesaid City-designated administrator within the Employer time limit above described a receipt written statement from the course's instructor that the employee has satisfactorily completed the course of study. 4. An employee must remain in service for payment and proof a six-month period after the successful completion date of a grade of C (the approved course or its equivalent) or higherthe amount reimbursed will be deducted from the employee's final paycheck. 5. Employees eligible Payment of reimbursement described under subsection 2., above, shall be made as soon as is administratively practicable after the reimbursement application and evidence of successful completion of the approved courses of study is received. The City may pay up front those tuition and textbook costs for education compensation under programs offered by and as determined by the veterans G.I. Xxxx or other government sponsored programs City's Training and Development Services Unit. If an employee does not meet all criteria in 3., above, payment will have to exhaust their other benefits prior to being eligible for Employer education benefitsbe deducted from the employee's paycheck. 6. Reimbursement includes tuition only and does Any payment made under the provisions of this Article shall not include registration, books, lab fees, etchave any sum deducted for pension benefits nor shall such payments be included in the determination of pension benefits or other fringe benefits. 7. Reimbursement is subject to and conditioned upon money being appropriated The Employee Relations Director shall administer this program in the Employer's budget for this specific purpose and employees must apply accordance with practices established for the tuition City's general reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processprogram. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance 1. Eligibility 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 reimbursement is subject 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 The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the Chief Judge;appointing authority and the Commissioner of Human Resources or designee(s). (b) it The course is in preparation of post-secondary and/or graduate level taken at a job related promotion;properly accredited educational institution. (c) it is required As determined by the State, the course must: (1) Increase the employee’s expertise in his or is elective subject mandatory to obtain a diploma, certificateher present position, or undergraduate other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree in preparation for advancement program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to a higher classification in employment with the Courtreview and discuss administrative guidelines concerning implementation of this program. 3. Under special circumstances An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a supervisor may authorize course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee 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 TIMEand the State. 4. Prior to being reimbursed Written requests for tuition expenses, the employee must present reimbursement will be first submitted to the Employer a receipt for payment and proof of a grade of C (employee’s own department which may determine if its own department’s funds will be allocated in whole or its equivalent) in part. Such decision shall not be subject to appeal or highergrievance. 5. Employees eligible The employee may then request reimbursement from the Tuition Reimbursement Fund, for education compensation under any remainder. The application shall be submitted to the veterans G.I. Xxxx or other government sponsored programs Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will have indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to exhaust their other benefits prior cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to being eligible determine which second priority courses will receive tuition assistance. Beginning July 1, 2005, eighty thousand dollars ($80,000) will be made available for Employer education benefitscourses beginning between July 1 and December 31, and eighty thousand dollars ($80,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester. 6. Reimbursement includes tuition only and does The maximum reimbursement under this Article shall not include registrationexceed eighty percent (80%) of the actual out-of-pocket cost for tuition, booksup to three hundred fifty dollars ($350) per credit, lab fees, etcto the employee. Employees may not be reimbursed for costs reimbursed from other sources. 7. Reimbursement is subject to and conditioned upon money being appropriated When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds ninety (90%) of the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processtotal. 8. Tuition reimbursement is subject shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed two (2) courses (for no more than eight (8) credits) within a six (6) month period (July- December, January-June). Subject to all IRS required tax withholdingsavailability of funds, reimbursement for more than twelve (12) credits in a fiscal year may be made at the discretion of the State. 9. Repayment The employee must complete the course with a passing grade, and must submit to the Employer in one lump sum will Department of Human Resources a copy of the final grade received. 10. Approved courses shall normally be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion taken during off-duty hours. Other arrangements are subject to the approval of courseworkthe appointing authority and the Commissioner of Human Resources. 11. In the event the employee does The State shall not continue employment for the prescribed period, the employee will be required to reimburse any employee if the Employer on a total expenditures from this program reaches one hundred sixty thousand dollars ($160,000), plus an additional amount for administrative expenses for fiscal year 2008 for the Non-Management Unit. The State will continue to charge to this program the actual administrative and staff costs to run the program, not to exceed fifteen percent (15%) above the amounts listed above per fiscal year, to be prorated basis between the Non- Management and Supervisory tuition programs. Monies not spent or which are reverted in FY 2007 shall be available for tuition reimbursement received as follows:in FY 2008. Monies not spent or which are reverted for courses beginning July 1 - December 31 shall be available for tuition reimbursement for courses beginning January 1 - June 30 in fiscal year 2008. 12. Nothing in this Agreement shall prevent Departments from paying for courses related to job duties and departmental career development under State Personnel Policy 15.0 or 15. 1. Requests for reimbursement processed under this section shall have met with departmental approvals required under such State policy(ies). 13. Nothing shall prevent the Department of Human Resources from entering into agreements with colleges for voucher arrangements where the amount approved in advance of the course can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the state for any expenses not otherwise reimbursable under this article. 14. Reimbursement from this Fund shall not be used for courses where attendance is required by the department or agency. 15. In unusual circumstances where the State is not able to enter into agreements with the institution for direct payments, the State may grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) must be submitted to the Department of Human Resources. 16. Employees approved for tuition reimbursement prior to being officially notified of their reduction in force, shall be eligible only for that tuition already approved. 17. In circumstances where the State is not able to enter into agreements with the institution for direct reimbursements, the State may grant an advance payment to the institution subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) may be required by the Department of Human Resources.

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance 1. The CRA/LA shall provide reimbursement for tuition cost for college those regular employees who enroll in courses or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year specialized training determined to be of full time County employment. The Employer shall reimburse fifty percent (50%) of tuition cost of up direct value to a maximum of $1,000.00 per year if: 1. Recommended by the CRA/LA; relevant to the employee's supervisor duties; and/or which will provide special skills and approved knowledge helpful in improving/enhancing their performance in currently held positions and/or in developing their potential for higher or different responsibilities in other aspects of the CRA/LA. 1.1 Employees who have satisfactorily completed their initial probationary period and are considered regular employees shall be eligible for tuition reimbursement. 1.2 The CRA/LA shall reimburse the employee for tuition, books, registration fees and lab fees. Total reimbursement per calendar year for an employee shall not exceed $3000. The reimbursement of $3000 shall be changed to $3,300 on July 1, 2008 and on July 1, 2011 to $3,500. 1.3 Final CRA/LA approval of a tuition reimbursement application will be based on availability of funds. If requests exceed funds available, application will be evaluated in terms of the CRA/LA's needs and priorities. 1.4 Courses must be taken for credit and on the employee's own time, as outlined in the Administrative Guidelines. 1.5 The courses or programs shall relate to the duties of the employee's position; to duties of positions in other classes in the person's logical line of promotion; or to duties of positions in classifications in a related CRA/LA field to which the employee aspires and for which he/she might reasonably be considered; or to a baccalaureate or advanced degree which is so related and determined eligible by the Chief Judge CRA/LA. 1.6 Employees shall be reimbursed for course and degree programs from accredited schools. 1.7 The Tuition Reimbursement program will be administered by the Human Resources Department. The Director of Human Resources or his /her designee shall be responsible for reviewing and approving all requests for reimbursement. 1.8 To be eligible for reimbursement, employees must receive a grade of “B-“ (B minus) or better, OR, receive a passing grade where the applicable Court prior to enrollment in the course; and,course is designated as pass or fail. 1.9 Employees must submit receipts for all reimbursement requested. 2. The course taken meets one (1) All other provisions of the following criteria: (a) it is directly job related, tuition reimbursement program as determined by described in 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 CourtCRA/LA's Administrative Instructions shall apply. 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 Denial 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request requests may be addressed through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:Article 49 -

Tuition Reimbursement. Any regular full A full-time employee covered by this contract is eligible for financial assistance for teacher shall receive tuition reimbursement at the rate of $280 per credit hour not to exceed $1,680. Reimbursement shall not exceed actual cost for college or university courses taken credit hours. (For the purpose of this clause, the year shall be defined as September 1 to August 31) provided: The Board understands the need to engage in highly-qualified professional development in relation to content area directly affecting student achievement in the classroom. The Board will advance certified staff on the salary schedule with successful completion of pre-approved programs by the Superintendent. Certified staff who are preapproved for a master’s degree in a technical, undergraduate, school leadership or graduate program after other field unrelated to their current teaching assignment are subject to the following reimbursement requirements should they leave the District: a. Leave within one (1) complete year of full time County employment. The Employer shall reimburse fifty percent (50%) after program completion = 100% of tuition cost of up reimbursement paid back 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 CourtDistrict. 3. Under special circumstances a supervisor may authorize an employee b. Leave within two (2) years after program completion = 75% of tuition reimbursement paid back 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 TIMEthe District. 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment c. Leave within three (3) years following after program completion = 50% of courseworktuition reimbursement paid back to the District. d. Leave within four (4) years after program completion = 25% of tuition reimbursement paid back to the District. A. Teachers receive pre-approval by the Superintendent for a master’s degree program in the field of education, computer-related studies, graduate course related to the current instruction (content), classroom assignment or anticipated classroom assignment, and undergraduate level courses that are related to their current classroom assignment. In If a teacher is denied approval for any of the event above mentioned course work/programs, a written explanation for the denial must be given to the employee does upon notification. B. Programs and/or courses must be from an accredited (recognized) university or college. Specialized workshops, private corporation, and/or training organizations affiliated with an accredited university or college will be considered for pre-approval by the Superintendent on a course-by-course basis, with each decision not continue employment establishing precedent for future decisions. C. Once the prescribed periodappropriate paperwork has been submitted to the Superintendent for course approval, the employee Superintendent shall have twelve (12) business days to act on the request. D. If the Superintendent’s action on the course approval request is completed after the end of the school year, the teacher will be required notified electronically. E. A grade of “B” or higher, or “pass” on an exclusive pass-fail grading system must be obtained to reimburse be eligible for reimbursement. F. When a course has been completed, an official transcript shall be presented to the Employer on a prorated basis Superintendent’s Office indicating the grade received and the semester hours earned in order for tuition reimbursement received as follows:and/or for lane advancement to occur. G. A teacher must be working in the District in the semester in which reimbursement is made. In order to receive reimbursement in October, a teacher must submit an official transcript and an itemized proof of tuition payment no later than October 1. In order to receive reimbursement in February, a teacher must submit an official transcript and an itemized proof of tuition payment no later than February 1. H. If a workshop provides a stipend for teacher attendance, and the workshop also qualified for college credit, thus allowing the teacher to request tuition reimbursement, the teacher shall be paid an amount not to exceed the costs of the stipend or the tuition reimbursement allowed under this contract, whichever is greater.

Tuition Reimbursement. 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 JudgeEmployer; (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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processpurpose. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. All full-time 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 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 regular full situation which, in the discretion of the department head, would require an employee's presence on the job shall take complete and final precedence over any time employee covered scheduled for courses. All scheduled hours for courses of instruction must be filed with the Department Head or his designee. All courses are subject to approval by this contract the Department Head. There must be a direct correlation between the member's duties and responsibilities and the courses taken or the degree program pursued. The City Manager's Office has the sole and final discretion to approve or disapprove tuition reimbursement requests. B. Any financial assistance from any governmental or private agency available to a 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 tuition reimbursement the member is eligible for financial assistance under this section. If a member's tuition is fully covered by another governmental or private agency, then the member is not entitled to any payment from the City. C. Employees seeking authorization of a tuition reimbursement must first submit to the Chief of Police for tuition cost for college or university courses taken in a technicalreview, undergraduateprior to September 30 of the year preceding when the classes are to be taken, 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 all necessary information pe1iaining to a maximum of $1,000.00 per year if: 1. Recommended by the proposed course degree to be pursued, the educational institution and the employee's supervisor 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 Chief Judge of the applicable Court prior to enrollment in the course; and, 2City. The course taken meets one (1) of the following criteria: (a) it is directly job relatedSeminars, 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 Courtconferences and workshops are not included. 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 X. Xxxxxxxxxxxxx for tuition expenses, will be made when the employee must present to the Employer a receipt for payment and proof of member satisfactorily completes (attains at least a grade of C ("C" or its equivalentequivalent for undergraduate work and a grade of at least "B" or its equivalent for graduate work) a course and presents an official certificate or higherits equivalent and a receipt of payment or a copy of the unpaid bill from the institution confirming completion of the approved course. 5. Employees eligible E. No reimbursement will be granted for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 feespaper, etc.supplies of whatever nature, transportation, meals, or any other expense connected with any course, except the cost of tuition and fees as outlined in Paragraph D. 7. Reimbursement is subject to and conditioned upon money being appropriated F. Any employee participating in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement program who resigns (except resignation due to disability), retires (except retirement due to disability), or is discharged for cause must repay the tuition reimbursement paid by August the City for courses taken less than two years prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8date of termination or discharge. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum If necessary, this amount will be required by an employee who voluntarily resigns deducted from the employee's terminal leave pay or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:final paycheck.

Tuition Reimbursement. Any regular full time employee 1. The purpose of this article shall be to provide permanent status covered employees with career development opportunities by this contract is eligible establishing policies and procedures relating to tuition reimbursement for financial assistance for tuition cost for college or university post- secondary and/or graduate level courses taken in a technical, undergraduate, or graduate program after one (1) complete year by such employees during off-duty hours to the extent 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 funding authorized by the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,Administrator. 2. The course taken meets one (1) Court Administrator shall appoint a three-person committee to process applications and make recommendations for tuition reimbursement. Any tuition reimbursement must be approved by the Court Administrator. 3. The applicant must have successfully completed the original probationary period, normally at the end of the following criteriafirst six (6) months of employment, at the time the class begins and must still be employed by the Judiciary upon completion of the course. 4. All courses must be of college level, undergraduate or graduate. The course number and a brief course description must be included in the application along with an articulation from the employee of how the knowledge gained will apply to the job or enhance the employee’s performance. To be eligible for tuition reimbursement, the employee must complete the course with a passing grade of at least a "C". 5. The maximum available funding for tuition reimbursement for covered employees shall be $7,000 annually. If approved by the Committee pursuant to these procedures, and subject to available funding, employees may receive reimbursement for up to four courses per year. The maximum reimbursement shall be $500 per credit or up to 100% of the actual cost of tuition, whichever is lower, for courses that are deemed to be directly job-related or which are mandated part of an approved degree program. For courses that are deemed to be indirectly job-related such as required electives outside the major course of study, tuition reimbursement may be granted up to 100% of the cost of tuition. Only tuition fees may be included. No other fees or expenses such as travel, registration, activity fees, insurance, parking, or textbook purchases will be reimbursed. 6. Reimbursement must be for a job-related, off-duty course or a course of study as determined by the Committee. The term job-related means that there is a reasonable expectation that tangible benefits will accrue to the Judiciary by allowing the employee to take a course which will enable him or her to keep up with changing concepts or developments in their respective fields, or the course will result in increased knowledge or skill and is aimed primarily at improving the employee’s performance and upward mobility. The term off-duty means that the course is conducted during a period when the employee is not expected to be on the job, for example, during hours outside the normal work schedule or while on approved leave. The Judiciary will only pay for courses where there is a reasonable relationship between the course and the employee’s current or progressive employment in the Judiciary. 7. When applications for reimbursement exceed available funds, the Committee shall give priority to employees working toward a post-secondary degree who have previously participated in the program and/or courses that are directly job-related. The Committee may adjust the rate of reimbursement to fit requests within the budget. 8. Requests for reimbursement shall be submitted for review by the Committee before the course begins. At a minimum, the Committee shall schedule two application periods per year with sufficient lead time to allow employees to request reimbursement for courses that begin in the fall, winter and summer semesters. The Committee shall allocate the available funding to meet the needs of employees considering the semester schedules of the educational institutions. There will be no reimbursement of tuition if prior approval was not obtained. A notice of approval or disapproval will be mailed to the applicant after receipt and review of the application by the Committee. 9. Upon completion of the course the applicant shall submit: (a) it is directly job related, as determined by A request for reimbursement with a copy of the Chief Judge;notice of approval, (b) it is in preparation of a job related promotion;A grade report, and (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 CourtProof of tuition payment. 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 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time Subject to the following, an employee covered by this shall be reimbursed for the tuition costs he/she pays for approved graduate level coursework. The written approval of the school administrator and the school board must be obtained prior to commencing any coursework and approval will only be granted for coursework directly related to teaching and/or the employee’s school assignment(s) at accredited colleges and universities. Reimbursement will be limited to tuition for up to three (3) graduate courses per year up to the per credit tuition rate at Rowan University. A grade of “B” or better must be earned. Employees must have two (2) years in the district and a contract for year three (3) of employment to receive reimbursement. Reimbursement will be made upon successful completion of the coursework if the employee is eligible for financial assistance for tuition cost for an employee under contract with the school district. There must be submission of a valid voucher of a college or university transcript and receipt which reflects payment to the institution. Reimbursement will be approved providing such expenses are not otherwise compensable from grants, VA or other organizations while an employee of the Board. A sum of $6,000 for each year of this agreement will be allocated for the staff reimbursement program and will be divided evenly among staff members who apply by: August 1st for 1st semester courses taken in a technical, undergraduate, or graduate program after January 1st for 2nd semester courses May 1st for summer courses The reimbursement is for one (1) complete year of full time County employment. The Employer shall reimburse fifty percent (50%) of course per semester for each employee, unless the tuition cost of up to a maximum of $1,000.00 per year if: 1. Recommended by the employee's supervisor reimbursement is not fully utilized, and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and, 2. The course taken meets then an employee may request board approval for reimbursement for more than one (1) course in a semester. (contingent upon the available funds) Said cap may be waived if courses are mandated by the state. Under this provision, horizontal placement on the salary schedule shall be for graduate level courses only. Existing unit member placement shall not be affected by this provision. Teachers who submit verification of attainment will be placed on their new column of the guide on September 1immediately following criteria: (a) it is directly job related, as determined the receipt of transcript and approval by the Chief Judge; (b) it is Board of Education. All employees voluntarily leaving the school system prior to reimbursement will not receive tuition reimbursement for courses taken in preparation of a job related promotion; (c) it is required or is elective subject mandatory the time period prior to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to a higher classification in employment with the Court. 3reimbursement date. Under special circumstances a supervisor may authorize If an employee voluntarily leaves the employment of the Board and has received course reimbursement within a one (1) year period prior 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 expensesleaving, the employee must present shall refund to the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higherBoard the entire reimbursement paid to him/her during such time period. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered by this contract is The Board of Education recognizes that study at an accredited college, university or vocational program may enable a bus driver to provide better educational opportunities. The district shall provide for prorated tuition reimbursement for those successfully completed courses which have received prior approval from the superintendent/designee. Courses eligible for financial assistance for prorated tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full time County employmentreimbursement shall meet the approval criteria established by the superintendent/designee. The Employer association may submit and discuss with the superintendent/designee a list of recommended criteria. The criteria established by the superintendent/designee shall reimburse fifty percent (50%) 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 cost reimbursement for all support staff, including but not limited to: bus drivers, Local 60 clerical staff, instructional assistants, food service employees and nurses. 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 up to a maximum approved credit hours. The quotient shall be the amount of $1,000.00 money available per year ifcredit hour for reimbursement, within the following limitations: 1. Recommended The maximum dollar amount of reimbursement per credit hour shall not exceed that which is charged by the employee's supervisor and approved by the Chief Judge University of the applicable Court prior to enrollment in the course; and,Missouri, St. Louis; 2. The Any course taken meets one (1) of the following criteria: (a) it for which no tuition cost is directly job related, as determined incurred by the Chief Judgebus driver shall not be reimbursed under this proposal; (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 The maximum number of credit hours per bus driver for reimbursement in any fiscal year shall be nine credit hours. HOWEVER, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIME.; 4. Prior Incidental costs, including but not limited to being textbooks, supplies, registration fees and parking fees shall not be reimbursed for tuition expensesunder this policy. Upon successful completion of the course, the employee an official transcript or an original report card, along with verification of payment must present be sent to the Employer a receipt assistant superintendent 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 have to exhaust their other benefits prior to being eligible for Employer education benefits. 6Human Resources. Reimbursement includes tuition only shall be made no later than 6 weeks after each period ends and does not include registration, books, lab fees, etc. 7following the receipt of the official transcript or report card and verification of payment. Reimbursement is subject No payment shall be made to and conditioned upon money being appropriated in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee bus drivers who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer were on a prorated basis for tuition reimbursement received as follows:full semester or annual leave when taking classes or who are no longer with the district at the time of reimbursement.

Tuition Reimbursement. Any regular full time employee covered The Water Board will provide tuition reimbursement for bargaining unit members who wish to take approved courses from an approved college or university for purposes of professional development. The total amount payable shall not exceed $4,500 for each fiscal year, July 1st to June 30th in each year of this agreement. Tuition reimbursement will be limited by this contract availability of funds. The maximum award for any individual in a fiscal year (July 1-June 30) is eligible $1,500. The purpose of tuition reimbursement is to provide support for financial assistance employees who aspire for tuition cost positions at the Water Board that would require more education to attain. Guidelines for program: • Approved classes will be college or university courses that will promote professional development of the employee. • Seminars or workshops that do not count as college credit will not be approved. • Courses must be complementary to Water Board positions and related to professional development. • Courses must be taken in a technical, undergraduate, or graduate program after one (1) complete year on the employees own time outside 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 the employee’s regular work schedule unless otherwise approved by the employee's ’s direct supervisor and approved the General Manager. • The Water Board shall not be required to alter work schedules to accommodate class work or class participation. Application for tuition reimbursement: • To secure funding for the year, employees requesting tuition reimbursement must apply to the General Manager in writing by the Chief Judge June 1st of the applicable Court prior each year for college courses they plan to enrollment take in the course; and, 2following fiscal year (July 1 – June 30). The course taken meets one (1) • Employees should inform their direct supervisor of their intent to apply for tuition reimbursement. • Employees can make application anytime during the year with the understanding that only funds that are still available can be disbursed. Tuition reimbursement funding can be disbursed using the following criteria: (a) it guidelines: • Submittal of documents from the college or university stating the employee has completed the course with at least a grade “B” or higher. • Submittal of documents must be made within 30 days of course completion. • Proof of payment from the employee to the college or university for each approved course that is directly job relatedeligible for tuition reimbursement will be submitted. • All eligible courses must be completed in the fiscal year they are applied for. • Books, as determined by materials, travel time, and other incidentals to attend courses are not reimbursable items. Employee Separation: By agreeing to the Chief Judge; (b) it is in preparation terms of a job related promotion; (c) it is required or is elective subject mandatory to obtain a diplomatuition reimbursement for college courses, certificate, or undergraduate degree in preparation for advancement to a higher classification in the employee agrees that they will maintain their employment with the Court. 3Water Board for at least 24 months after tuition reimbursement has taken place. 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 expensesIf employment is separated, the employee must present agrees to return 50% of the Employer a receipt for payment and proof funding the Water Board has reimbursed within the last 24 months of a grade of C (or its equivalent) or higheremployment. 5. Employees eligible for education compensation under the veterans G.I. Xxxx or other government sponsored programs will 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 tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time 1. The Board of Education shall reimburse the employee covered by the tuition costs for graduate or undergraduate credit earned in compliance with the requirements of this contract provision. In no case shall the tuition reimbursement exceed six (6) semester hours required in any five (5) year period for teachers in possession of a professional continuing certificate or hired prior to 1992. Beginning in 2004-2005, teachers who do not yet possess a continuing or professional certificate, upon proof of registration, shall be promptly reimbursed up to 3 credits annually at the GVSU rate, not to exceed a total of 9 credits over 3 consecutive years. Such teacher shall submit evidence of satisfactory completion of the credits within 14 days after receipt of the official transcript. If such evidence is eligible not provided, teacher shall reimburse District for financial assistance for the tuition cost for college or university courses taken payments through payroll deduction in a technicalmanner to be mutually determined. In the event of a dispute, undergraduateafter consultation with the Association, or graduate program after one (1) complete year of full time County employment. The Employer the District shall reimburse fifty percent (50%) of tuition cost of up to a maximum of $1,000.00 per year if: 1. Recommended deduct the payments as permitted by the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,law. 2. The course taken meets one (1) It is understood that an employee should request approval of undergraduate credits only in rare incidences and the following criteria: (a) it is directly job related, as determined by undergraduate credits will be approved only when such class will have a direct effect on improving the Chief Judge; (b) it is employee’s knowledge and teaching techniques 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 Courthis/her present teaching position. 3. Under special circumstances In order to be approved, graduate or undergraduate credits or their equivalents must be of a supervisor may authorize an employee nature that they will contribute 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 TIMEthe development of knowledge and teaching technique in his/her present teaching position. 4. Prior to being reimbursed Approved graduate or undergraduate credits can only be granted by an accredited college or university and equivalent CEU’s must carry State Board of Education sanction, except that contact hour equivalents may be credited for tuition expenseslocally developed professional development activities, workshop or presentations. Contact hour equivalents may also be credited from workshops given by the employee must present to the Employer a receipt for payment Allegan, Kalamazoo, Kent and proof of a grade of C (or its equivalent) or higherOttawa Intermediate School districts. Credits may not be taken during school hours except with prior approval. 5. Employees eligible In order to receive reimbursement for education compensation under the veterans G.I. Xxxx class work, all graduate or other government sponsored programs will have to exhaust undergraduate credits or 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 equivalents must be approved in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August writing prior to the calendar year for which employee enrolling in the funds are requested so class. Prior approval must be obtained from the applicable court can seek funding for employee’s building principal and the request through the annual budget processsuperintendent. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Any regular full time employee covered by this contract is eligible for financial assistance 1. Eligibility 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 reimbursement is subject 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 The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the Chief Judge;appointing authority and the Commissioner of Human Resources or designee(s). (b) it The course is in preparation of Post-secondary and/or graduate level taken at a job related promotion;properly accredited educational institution. (c) it is required As determined by the State, the course must: (1) Increase the employee’s expertise in his or is elective subject mandatory to obtain a diploma, certificateher present position, or undergraduate other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree in preparation for advancement program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to a higher classification in employment with the Courtreview and discuss administrative guidelines concerning implementation of this program. 3. Under special circumstances An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a supervisor may authorize course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee 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 TIMEand the State. 4. Prior to being reimbursed Written requests for tuition expenses, the employee must present reimbursement will be first submitted to the Employer a receipt for payment and proof of a grade of C (employee’s own department which may determine if its own department’s funds will be allocated in whole or its equivalent) in part. Such decision shall not be subject to appeal or highergrievance. 5. Employees eligible The employee may then request reimbursement from the Tuition Reimbursement Fund, for education compensation under any remainder. The application shall be submitted to the veterans G.I. Xxxx or other government sponsored programs Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will have indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to exhaust their other benefits prior cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to being eligible determine which second priority courses will receive tuition assistance. In each fiscal year covered by this contract, fifteen thousand dollars ($15,000) will be made available for Employer education benefits. 6courses beginning between July 1 and December 31, and fifteen thousand dollars ($15,000) will be available for courses beginning between January 1 and June 30. Reimbursement includes tuition Applications will 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 be accepted for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget processcurrent semester. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:

Tuition Reimbursement. Members of the Association shall be reimbursed, per semester hour, at the XxXxxxx County College rate, upon successful completion of a course. Any regular full time employee covered by this contract student loans or government assistance shall not affect reimbursement upon completion of course. The granting or denying of approval of such courses shall not be deemed precedential to other applications for tuition reimbursement. Requirements for course work that is eligible for financial assistance for tuition cost for college reimbursement: 1. Must obtain pre-approval by the Superintendent or university courses taken in a technicaldesignee, undergraduatethrough the tuition reimbursement application process, or graduate program after twenty-one (121) complete days prior to the start of the first course. 2. Association members are permitted to request tuition reimbursement for up to fifteen (15) hours of credit each year of full time County employmentthis Agreement. 3. The Employer shall reimburse following documentation must be submitted to the Superintendent or designee no more than 45 days after the last day of the course: an itemized proof of payment indicating any applicable fees, and an unofficial transcript showing a final course grade. 4. To obtain full tuition reimbursement an educator must receive a final grade of A or B in the course. An Association member will receive partial reimbursement or fifty percent (50%) percent if they receive a final grade of C in the course. Any course grade below a C will not be eligible for tuition cost reimbursement. 5. Required documentation submitted later than forty-five (45) days from the last day of up to the course will not be accepted and tuition reimbursement will not be awarded in that school year, unless a maximum of $1,000.00 per year ifspecial circumstance is approved by the Superintendent. Compensation and related provisions: 1. Recommended by The Board shall provide tuition reimbursement for Association members who have worked for the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,district for two consecutive fiscal years. 2. The course taken meets one (1) amount of the following criteria: (a) it is directly job related, tuition reimbursement for each year of this contract will be 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.follows: $15,000.00 $15,000.00 $15,000.00 3. Under special circumstances a supervisor may authorize an employee Any remaining funds will be rolled over from each year of the contract. Any funds remaining at the end of the 2022 fiscal year shall move 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 TIMEthe district general fund. 4. Prior to being reimbursed for tuition expensesReimbursement shall be awarded on a first-come, first-served basis, and the employee must present amount of reimbursement shall be limited to the Employer a receipt for payment and proof balance of a grade of C (or its equivalent) or higherfunds remaining in the pool. 5. Employees eligible for education compensation under Courses that begin in May of the veterans G.I. Xxxx prior school year or other government sponsored programs concludes in May of the current school year will have to exhaust their other benefits prior to being eligible for Employer education benefitsbe counted towards that fiscal year’s funding pool. 6. Reimbursement includes Association members receiving tuition only and does not include registrationreimbursement must remain a District employee for two (2) years beyond the semester when reimbursement was last received, books, lab fees, etcor they must reimburse the District the tuition that was reimbursed to them during the previous year. 7. Reimbursement is subject to and conditioned upon money being appropriated in To be considered for reimbursement under this Agreement, the Employer's budget for this specific purpose and employees course must apply for the tuition reimbursement by August be approved prior to the calendar year for which termination of the funds are requested so the applicable court can seek funding for the request through the annual budget processAgreement. 8. Tuition reimbursement is subject to all IRS required tax withholdings. 9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows: