Common use of Tuition Reimbursement Clause in Contracts

Tuition Reimbursement. For each fiscal year (July 1-June 30), the College shall budget sixty thousand dollars ($60,000) to be used to reimburse Employees for the cost of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. The tuition reimbursement must be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Section.

Tuition Reimbursement. For each fiscal year The Department of Public Safety will maintain its tuition reimbursement program as follows: (July 1-June 30), the College shall budget sixty thousand dollars ($60,000a) to Employees may be used to reimburse Employees eligible for tuition reimbursement not otherwise reimbursed from other sources for the cost of tuition for classes following: (1) Post-secondary courses taken at regionally a properly accredited institutions educational institution which are related to maintaining or improving the Employees skills. The tuition reimbursement must be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodieswill, as determined by the College's Chief Academic Officer 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. (CAO)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 deems it advisable and if there are sufficient funds available, agree to reimburse up to eighteen (18) college credits, or equivalents, per year. (a) 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 given preference over those 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 not able to enter into agreements with the institution for direct payments, the State will grant an advance to the employee. Employees who do not have complete the course, or complete with a passing grade, shall reimburse the Department in full. 3. Approved courses shall be taken during off-duty hours. The Department may approve an adjustment of an individual employee’s working schedule to attend such courses, but the Department shall be under no obligation to do so. 4. The operation of this requirementprogram is subject to the availability of funds, not to exceed thirty thousand dollars ($30,000) each year. Employees who receive tuition reimbursement must be continuously employed with Continuation of this benefit beyond the College for at least three (3) full academic years after the last termination date of reimbursementthis Agreement shall be contingent upon the renegotiation of this benefit and specific funding provided as a result thereof. 5. Any Employee who leaves prior If funds made available are not sufficient to three (3) year will repay meet all requests which would otherwise be approvable, the tuition reimbursement Department may prorate the available funds among the total approvable requests or may limit approvals to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Sectionamount available.

Tuition Reimbursement. For each fiscal year (July 1-June 30), the College shall budget sixty ‌ Tuition reimbursement funds amounting to ten thousand dollars ($60,00010,000.00) will be disbursed in a manner prescribed as follows: 1. All bargaining unit members who are contracted bargaining unit members of the District are eligible to be used to reimburse Employees apply for the cost of tuition reimbursement. 2. Applications for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. The tuition reimbursement and transcripts or grade cards verifying course completion must be approved in advance by submitted to the Collegepersonnel office on or before October 15. 3. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount Disbursement of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement funds shall be made in following October 15 and no later than December 1. 4. In order to be eligible for reimbursement, the order applicant must be employed by the District during the previous and current academic years. 5. Reimbursement for all courses will be granted only for those courses directly related to the applicant’s assignment, unless prior approval of the approval of classes until administration is secured. 6. If enough monies are available, all eligible applicants shall be paid at a rate equal to the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department tuition fee charged by the Oregon State System of Higher Education and/or at the Higher Learning Commission, and third-party accreditation bodies, as determined by time the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College course is taken for at least graduate credit for each quarter hour up to a maximum of three (3) full academic years after the last date of reimbursementhours. 7. Any Employee who leaves prior Remaining monies shall be pro-rated on a per credit basis to those applicants having earned more than three (3) year will repay hours. In no instance shall reimbursement be granted for more than nine (9) hours nor shall the rate of reimbursement exceed the tuition reimbursement fee charged by the Oregon State System of Higher Education at the time the course is taken. 8. If enough money is not available to reimburse all eligible applicants for the College first three (3) hours at the above rate, the money will be pro-rated on a prorated basis. Any amounts under this Section the basis of hours, and each applicant shall be withheld limited to a maximum of three (3) quarter hours. 9. For purposes of reimbursement, non-college courses will be assigned an appropriate equivalency of college quarter hours. 10. Reimbursement will be based on course work completed during the fall, winter, spring, and summer terms of the preceding academic year. 11. Bargaining unit members are not eligible for tuition reimbursement for D.C.E.(District Continuing Education) classes handled on contract basis when the person pays less than the regular tuition because of participation by the District. 12. Bargaining unit members will be eligible for reimbursement when earning credit between columns only. Bargaining unit members who move from any and all payments owed one (1) salary column to another at the Employee in beginning of the absence school year are not eligible for reimbursement for the previous year’s tuition. 13. The following bargaining unit members will be reimbursed for tuition costs from a separate $10,000 per year fund for the duration of this contract: a. Those possessing a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees Standard Teaching License, or its equivalent, who are non-renewed will not be subject required to this Sectiontake additional course work to remedy misassignment caused by the District’s having changed the bargaining unit member’s assignment. b. Those licensed bargaining unit members employed by the District as of June 1, 1981, who are required to take additional course work due to a change in Teacher Standards and Practices Commission regulations affecting licensing.

Tuition Reimbursement. Unit members under contract with the Board shall be reimbursed at fifty-five percent (55%) of the graduate rate of Ohio University-Athens per semester hour for undergraduate or graduate credit earned: 1. In the subject area of the unit member, 2. For requirements of advanced degrees within the educational field, 3. For recertification, or 4. For expanded certification/licensure by unit members returning to the District. Unit members under contract with the Board shall be reimbursed at seventy-five percent (75%) of the graduate rate of Ohio University-Athens per semester hour for graduate credit on a verified College Credit Plus pathway toward allowing the unit member to teach College Credit Plus courses to students in the District as verified by both the Superintendent and an accredited college/university. The increment shall be granted upon providing the Treasurer evidence of satisfactory completion of course work. An official grade report shall be proof of completions of course work. The payment shall be granted within a reasonable time after submission to the Treasurer of satisfactory documentation as provided in this Article. Unit members who receive free or reduced tuition shall be reimbursed within the guidelines of this Article only for actual out-of-pocket expenses. A course shall be applied to a unit member’s cap upon course completion and submission of the official grade report to the Treasurer. All courses taken for credit on the Masters +30 level shall be for graduate credit. Any course taken for a letter grade must receive a letter grade of B or better. If there is no grade option, a course may be taken for “pass/fail.” The procedure for course approval and payment is as follows: 1. The unit member completes a pre-approval course form (Appendix D1) and forwards the same to the building principal for approval. The principal may request a meeting with the unit member regarding the course(s) set forth on the pre-approval course form. The pre-approval course form is forwarded to the Superintendent for approval. The pre-approval course form is forwarded to the Treasurer. 2. The unit member completes the course(s). 3. The unit member completes a post-course completion and verification form (Appendix D2) with proof of actual payment in full and attaches an official grade report of the course. The post-course completion and verification form is forwarded to the Superintendent for approval. The post-course completion and verification form is forwarded to the Treasurer for payment. 4. At the end of each fiscal year (July 1-June 30)year, the College Treasurer or designee shall budget sixty thousand add up all approved courses and reimburse each approved course at a prorated rate based upon the total number of dollars in the pool available for reimbursement and the total cost of courses taken. 5. Payment shall be made by the Treasurer upon submission of evidence of satisfactory completion. 6. To be eligible for reimbursement, the unit member shall have completed one ($60,0001) to be used to reimburse Employees full year of employment with the Board and must return for the cost entire succeeding year. 7. Unit members agree to work for the Board for one (1) full school year after receiving reimbursement or the unit member shall pay the Board back seventy-five percent (75%) of such reimbursement to the Board. 8. Unit members must submit tuition for classes taken at regionally accredited institutions which are related bills to maintaining or improving the Employees skills. The tuition reimbursement must be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen Treasurer within thirty (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (1430) days of the submission of official verification that the class was completed with a passing grade and verification completion of the cost course for which reimbursement is sought. All bills must be submitted by June 15th to be eligible for payment by June 30th or by December 15th to be eligible for payment by December 30th. 9. The total available funds shall be Twelve Thousand Five Hundred Dollars and Zero Cents ($12,500.00) per semester and a total of tuition. No Employee Twenty-Five Thousand Dollars and Zero Cents ($25,000.00) per fiscal year, from which no individual unit member shall receive be reimbursed more than six thousand dollars Two Thousand Dollars and Zero Cents ($6,0002,000.00) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Sectionper fiscal year.

Tuition Reimbursement. For Effective July 1, 1997, seven thousand five hundred dollars ($7,500) shall be provided each fiscal year (July 1-June 30), the College shall budget sixty thousand dollars ($60,000) to be used to reimburse Employees employees for tuition costs for courses successfully completed (credit earned) during the cost of tuition for classes taken at regionally accredited institutions which are related fiscal year according to maintaining or improving the Employees skills. The tuition reimbursement following procedure: 1) Courses and the educational institution providing such courses must be approved in advance writing by the CollegeDirector of Personnel/Human Resources and Employee Relations prior to the Association member's enrollment. 2) Employees shall submit a request for reimbursement for courses successfully taken during the fiscal year on forms provided together with an official transcript of credits. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement Courses completed between July 1 and December 31 shall be based on the amount of tuition expense incurred submitted for reimbursement no later than March 1. Courses completed between January 1 and June 30 shall be submitted for reimbursement no later than September 1. 3) Reimbursement to employees for claims made by the Employee and will March 1 shall be made within fourteen (14by April 1. Reimbursement for claims made by September 1 shall be made by October 1. Reimbursement shall only be made to employees who are employed in Bargaining Unit at the time of reimbursement with the exception that employees who are laid off shall be reimbursed for courses approved prior to layoff and successfully completed. 4) days of the submission of official verification that the class was completed with a passing grade and verification of the cost of tuition. No Employee shall receive more than six Three thousand seven hundred fifty dollars ($6,000) for the first year 3,750), half of the contractannual budget amount, shall be available to reimburse claims submitted by March 1, but no claim shall exceed fifty percent (50%) reimbursement; if fifty percent (50%) of claims exceed three thousand seven thousand hundred fifty dollars ($7,0003,750), reimbursement will be prorated at a lower percentage. The same process will apply to claims submitted by September 1. 5) Those employees who have chosen to pursue a Learning Assistant Degree are covered under the second year (2nd) educational requirements of the contract Learning Assistant Memorandum of Understanding, and eight thousand dollars such provisions shall supersede the provisions of this section and shall not be in addition to the provisions of this section. Upon accumulation of twenty (20) college credits/continuing education credits, the Bargaining Unit member's hourly rate, as enumerated in Appendix A, shall be increased by ten cents ($8,0000.10) per hour. Upon accumulation of forty (40) college credit/continuing education credits, the third (3rd) year of the contract for approved classes. The tuition reimbursement Bargaining Unit member's hourly rate, as enumerated in Appendix A, shall be made in increased by twenty cents ($0.20) per hour. Upon accumulation of sixty (60) college credits/continuing education credits, the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodiesBargaining Unit member's hourly rate, as determined enumerated in Appendix A, shall be increased by forty cents ($0.40) per hour. Upon accumulation of eighty (80) college credits/continuing education credits, the College's Chief Academic Officer bargaining unit member’s hourly rate, as enumerated in appendix A, shall be increased by sixty cents (CAO)$0.60) per hour. Upon accumulation of one hundred (100) college credits/continuing education credits, will the bargaining unit member’s hourly rate, as enumerated in appendix A, shall be given preference over those Employees who do not have this requirementincreased by eighty cents ($0.80) per hour. Employees who receive tuition reimbursement must Each respective wage increase shall be continuously employed with effective on the College for at least three fifteenth (315th) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement day following notice to the College on Board that a prorated basisBargaining Unit member attained the credits necessary to qualify for an increase. Any amounts under this Section These college credits/CEU's shall be withheld from any and all payments owed specifically related to the Employee in the absence of a written repayment agreement specifying a different method of paymentperson's position. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Section.Example: $10.00 per hour 20 $10.10 $10.00 per hour 60 $10.40 $10.00 per hour 100 $10.80

Tuition Reimbursement. For each fiscal year (July 1Any regular full-June 30), the College shall budget sixty thousand dollars ($60,000) time Employee is eligible to be used to reimburse Employees a participant of the Pittsfield Township Educational Assistance Plan providing the following conditions are met: (a) The Employee must have held employment status as a regular employee of the Charter Township of Pittsfield for a period of no less than six (6) consecutive months on the cost date of tuition for classes taken at regionally accredited institutions which are starting an approved course. (b) The degree is directly related to maintaining the assigned duties of the Employee in his/her present position and direct application of knowledge to be gained in the degree can be clearly stated; or improving the Employees skills. degree is in preparation for possible future duties that may be assigned the employee. (c) Reimbursement, upon satisfactory completion of an approved course with a grade of "C" or better for undergraduate courses, of "B" or Better for graduate courses shall be one hundred percent (100%) of expenses associated with the approved course (e.g., tuition, books, technical fees, labs, registration fees). (d) The Employee requests the tuition reimbursement must and it is approved prior to starting classes. (e) The course work and class time is to be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days completed during off-duty working hours of the submission Employee. (f) Evidence of official verification that satisfactorily completing the class was completed course(s) in conjunction with a passing grade and verification proof of total payment for such approved course is to be presented to the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education Township Supervisor in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive any tuition reimbursement must from the Township. (g) Any stipend, grant, scholarship, etc. which contributes toward the tuition payment shall be continuously employed deducted on a prorate basis from the Township's assistance payment. (h) An employee shall be required to repay all money received under this Section 8 in the event the employee separates from the Township within a three-year period subsequent to completion of the course in accordance with the College for at least following chart: If the Employee Separates: Amount to be Paid: After less than one (I) full year Repaid in Full After one (I) full year but less than two (2) years 66-2/3% Repaid After two (2) full years but less than three (3) years 33-112% Repaid After three (3) full academic years after No Repayment Repayment shall be in one lump sum to be deducted from the last date employee's final paycheck, a payroll deduction is hereby authorized, or reimbursement shall be made forthwith by the employee upon separation of reimbursement. Any Employee who leaves prior to three employment in the event there are not sufficient funds in the employee's final paycheck. (3i) year will repay the The maximum tuition reimbursement to the College on a prorated basis. Any amounts under this Section per participant shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Section$1,800 per fiscal year.

Tuition Reimbursement. For 13.1.1 The County Office shall provide reimbursement up to a total of Ten Thousand Dollars ($10,000.00) per fiscal year to eligible employees of CSEA for the necessary costs of tuition, fees, texts, and related fees for classes/training, given by accredited institutions of learning or approved specialized training groups, that have been approved in writing by the appropriate Division Head prior to commencement of the training. Employees initially shall be eligible to receive up to One Thousand Five Hundred Dollars ($1,500.00). If at the end of the each fiscal year (July 1-June 30)there is money remaining in the tuition reimbursement fund that has not been expended, then employees who qualified and received an initial reimbursement and who had expenses beyond the College shall budget sixty thousand dollars initial grant may apply for an additional reimbursement of up to One Thousand Dollars ($60,0001,000.00) to be used to reimburse Employees for the cost of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skillssuch expenses. The tuition reimbursement must be approved in advance by the College. Employees must apply for approval If more than one employee applies for a specific class at least fourteen second reimbursement, then the County Office may provide the reimbursement to the employees up to the amount remaining from the initial Ten Thousand Dollars (14$10,000.00). After providing all reimbursements, any money remaining from the Ten Thousand Dollars ($10,000.00) days before it beginsdoes not carry over into the next fiscal year. The amount of tuition provided to each eligible employee for the second reimbursement shall be based on split equitably amongst the amount applying and eligible employees. The window period for applying in writing for additional reimbursement shall be by May 1st through June 1st and the available money will be divided equally between those employees who apply for the additional reimbursement. To be eligible to receive the reimbursement(s) an employee must receive a grade of tuition expense incurred “C” or better or if no letter grade is given, then must receive a passing grade. Proof of obtaining the “C” grade or better or passing the course must be provided to the County Office. 13.1.2 Interested employees must complete a Training/Course Tuition Reimbursement Request and forward it to their Supervisor. 13.1.3 Final approval/disapproval by the Employee and Division Head will be made provided within fourteen 10 days of his/her receipt of the Training/Course Tuition Reimbursement Request. 13.1.4 If an employee decides not to complete their proposal they must notify their Supervisor immediately. This may allow another employee on a waiting list to participate. 13.1.5 The objective of this Program is to increase the skills and knowledge in an employee’s current position and/or to provide training for promotional opportunities within the organization. 13.1.6 If a bargaining unit employee’s request is denied, the bargaining unit employee may appeal the decision to the Tuition Reimbursement Dispute Panel within ten (1410) working days of the submission denial. The Panel shall be convened and render its decision within ten (10) working days of official verification that the class was completed with a passing grade and verification its receipt of the cost appeal. The Panel shall be composed of tuition. No Employee shall receive more than six thousand dollars two ($6,0002) for the first year bargaining unit employees from CSEA and two (2) managers from outside of the contract, seven thousand dollars ($7,000) the second year (2nd) bargaining unit employee’s Division. The decision of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement Panel shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, final and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement subject to the College on grievance procedure. If the Panel fails to reach a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to decision, the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Sectionmanager’s decision is final.

Tuition Reimbursement. For ‌ Employees electing to avail themselves of educational opportunities shall submit a completed application for tuition assistance request to the Fire Chief for review. The Fire Chief, after review of the proposed subject matter, may recommend the employee be considered for educational reimbursement on the following basis: a) Courses related directly to an employee’s current job: 100% of tuition, books and fees. b) Accredited degree programs directly related to employee’s current job: ninety percent (90%) for a grade “A” or equivalent numerical rating, eighty percent (80%) for a grade “B” or equivalent numerical rating, fifty percent (50%) for a grade “C” or equivalent numerical rating of tuition costs for each fiscal year course up to a maximum of $225 per credit or semester hour. Courses graded on a “pass/fail” rating system will be reimbursed at sixty-five percent (July 1-June 30), the College shall budget sixty thousand 65%) for a “pass” rating. Up to fifty dollars ($60,00050.00) to be used to reimburse Employees for the cost of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. The tuition reimbursement must be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification of the cost of tuitionbooks and other course materials for each course will also be eligible for reimbursement (January 31~ application deadline). No Employee The Village Administrator shall receive more than six thousand dollars ($6,000) have the authority to approve reimbursement for courses falling in class “a” as stated above. Class “b” courses, which are of a continuing long-term commitment, shall require approval of a contract with the first year employee by the Village Board based upon a recommendation by the Village Administrator. If the employee is also being reimbursed for educational expenses by another source the Village will only provide tuition assistance on either the balance due or the appropriate percentage as set forth above, whichever is less. All reimbursements for books and other course materials are to be supported by appropriate paid receipts. To be eligible for reimbursement by the Village, employees must maintain a minimum grade requirement of “C”. In recognition of the contractsignificant resources that may be committed in connection with Class “b” courses, seven thousand dollars employees terminating or having their employment terminated with the Village prior to completion of the Degree, or within twelve ($7,00012) months of completion of the second year degree shall be obligated to reimburse the Village for 100% of the benefits received under is section during the previous twelve (2nd12) months. Employees terminating or having their employment terminated within thirteen (13) months to twenty-four (24) months of completion of the degree, shall be obligated to reimburse the Village for fifty percent (50%) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement to the College on a prorated basis. Any amounts benefits received under this Section shall be withheld from any and all payments owed to during the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are nonprevious twenty-renewed will not be subject to this Sectionfour (24) months.

Tuition Reimbursement. For each fiscal year (July 1-June 30), the College shall budget sixty Tuition reimbursement funds amounting to ten thousand dollars ($60,00010,000.00) will be disbursed in a manner prescribed as follows: 1. All bargaining unit members who are contracted bargaining unit members of the District are eligible to be used to reimburse Employees apply for the cost of tuition reimbursement. 2. Applications for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. The tuition reimbursement and transcripts or grade cards verifying course completion must be approved in advance by submitted to the Collegepersonnel office on or before October 15. 3. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount Disbursement of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement funds shall be made in following October 15 and no later than December 1. 4. In order to be eligible for reimbursement, the order applicant must be employed by the District during the previous and current academic years. 5. Reimbursement for all courses will be granted only for those courses directly related to the applicant’s assignment, unless prior approval of the approval of classes until administration is secured. 6. If enough monies are available, all eligible applicants shall be paid at a rate equal to the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department tuition fee charged by the Oregon State System of Higher Education and/or at the Higher Learning Commission, and third-party accreditation bodies, as determined by time the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College course is taken for at least graduate credit for each quarter hour up to a maximum of three (3) full academic years after the last date of reimbursementhours. 7. Any Employee who leaves prior Remaining monies shall be pro-rated on a per credit basis to those applicants having earned more than three (3) hours. In no instance shall reimbursement be granted for more than nine (9) hours nor shall the rate of reimbursement exceed the tuition fee charged by the Oregon State System of Higher Education at the time the course is taken. 8. If enough money is not available to reimburse all eligible applicants for the first three (3) hours at the above rate, the money will be pro-rated on the basis of hours, and each applicant shall be limited to a maximum of three (3) quarter hours. 9. For purposes of reimbursement, non-college courses will be assigned an appropriate equivalency of college quarter hours. 10. Reimbursement will be based on course work completed during the fall, winter, spring, and summer terms of the preceding academic year. 11. Bargaining unit members are not eligible for tuition reimbursement for D.C.E. classes handled on contract basis when the person pays less than the regular tuition because of participation by the District. 12. Bargaining unit members will be eligible for reimbursement when earning credit between columns only. Bargaining unit members who move from one (1) salary column to another at the beginning of the school year are not eligible for reimbursement for the previous year’s tuition. 13. The following bargaining unit members will be reimbursed for tuition costs from a separate $10,000 per year fund for the duration of this contract: a. Those possessing a Standard Teaching License, or its equivalent, who are required to take additional course work to remedy misassignment caused by the District’s having changed the bargaining unit member’s assignment. b. Those licensed bargaining unit members employed by the District as of June 1, 1981, who are required to take additional course work due to a change in Teacher Standards and Practices Commission regulations affecting licensing. 14. If not enough money is available for full-time tuition reimbursement of all eligible, the money will be pro-rated equally on the basis of credit hours. Funds not expended during a contract year will repay the tuition reimbursement revert to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this SectionDistrict.

Tuition Reimbursement. For each fiscal year Any regular full-time Employee is eligible for Tuition Reimbursement providing the following conditions are met: (July 1-June 30), a) The Employee must have held employment status with the College shall budget sixty thousand dollars Township for a period of no less than twelve ($60,00012) consecutive months on the date of starting an approved course. (b) The degree is directly related to the assigned duties of the Employee in his/her present position and direct application of knowledge to be used to reimburse Employees gained in the degree can be clearly stated; or the degree is in preparation for possible future duties that may be assigned the cost Employee in his/her present position. (c) Reimbursement, shall be upon proof of tuition satisfactory completion of an approved course with a grade of “C” or better for classes taken at regionally accredited institutions which are related to maintaining undergraduate courses, of “B” or improving the Employees skills. The tuition reimbursement must be approved in advance by the College. Employees must apply better for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition graduate courses, reimbursement shall be based one hundred percent (100%) of expenses associated with the approved course (e.g., tuition, books, technical fees, labs, registration fees). (d) The Employee requests the tuition reimbursement and it is approved prior to starting classes. (e) The course work and class time is to be completed during off duty working hours of the Employee. (f) Evidence of satisfactory completion of the course(s) in conjunction with proof of total payment for such approved course is to be presented to the Human Resources in order to receive any tuition reimbursement from the Township. (g) Any stipend, grant, scholarship, etc. which contributes toward the tuition payment shall be deducted on a prorated basis from the amount of tuition expense incurred by Township's assistance payment. (h) Any Employee shall be required to repay all money received under this Section 7 in the event the Employee and will be made separates from the Township within fourteen (14) days a three-year period subsequent to completion of the submission of official verification that course, in according with the class was completed with following chart: If the Employee Separates: Amount to be Repaid After less than 1 full year Repaid in full After 1 full year but less than 2 66-2/3% repaid After 2 full years but less than 3 33-1/2% repaid After 3 full years No repayment Repayment shall be in one lump sum to be deducted from the Employee's final paycheck, a passing grade and verification of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contractpayroll deduction is hereby authorized, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition or reimbursement shall be made forthwith by the Employee upon separation of employment in the order of event there is not sufficient funds in the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the CollegeEmployee's Chief Academic Officer final paycheck. (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive i) The maximum tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) per participant per fiscal year will repay the tuition reimbursement to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Section$1,800.

Tuition Reimbursement. Unit members under contract with the Board shall be reimbursed at fifty-five percent (55%) of the undergraduate or graduate rate of Ohio University-Athens per semester hour for undergraduate or graduate credit earned, respectively: 1. In the subject area of the unit member, 2. For requirements of advanced degrees within the educational field, 3. For recertification, or 4. For expanded certification/licensure by unit members returning to the District. Unit members under contract with the Board shall be reimbursed at seventy-five percent (75%) of the graduate rate of Ohio University-Athens per semester hour for graduate credit on a verified College Credit Plus pathway toward allowing the unit member to teach College Credit Plus courses to students in the District as verified by both the Superintendent and an accredited college/university. The increment shall be granted upon providing the Treasurer evidence of satisfactory completion of course work. An official grade report shall be proof of completions of course work. The payment shall be granted within a reasonable time after submission to the Treasurer of satisfactory documentation as provided in this Article. Unit members who receive free or reduced tuition shall be reimbursed within the guidelines of this Article only for actual out-of-pocket expenses. A course shall be applied to a unit member’s cap upon course completion and submission of the official grade report to the Treasurer. All courses taken for credit on the Masters +30 level shall be for graduate credit. Any course taken for a letter grade must receive a letter grade of B or better. If there is no grade option, a course may be taken for “pass/fail.” The procedure for course approval and payment is as follows: 1. The unit member completes a pre-approval course form (Appendix D1) and forwards the same to the building principal for approval. The principal may request a meeting with the unit member regarding the course(s) set forth on the pre-approval course form. The pre-approval course form is forwarded to the Superintendent for approval. The pre-approval course form is forwarded to the Treasurer. 2. The unit member completes the course(s). 3. The unit member completes a post-course completion and verification form (Appendix D2) with proof of actual and detailed payment in full and attaches an official grade report of the course. The post- course completion and verification form is forwarded to the Superintendent for approval. The post- course completion and verification form is forwarded to the Treasurer for payment. 4. At the end of each fiscal year (July 1-June 30)year, the College Treasurer or designee shall budget sixty thousand add up all approved courses and reimburse each approved course at a prorated rate based upon the total number of dollars in the pool available for reimbursement and the total cost of courses taken. 5. Payment shall be made by the Treasurer upon submission of evidence of satisfactory completion. 6. To be eligible for reimbursement, the unit member shall have completed one ($60,0001) to be used to reimburse Employees full year of employment with the Board and must return for the cost entire succeeding year. 7. Unit members agree to work for the Board for one (1) full school year after receiving reimbursement or the unit member shall pay the Board back seventy-five percent (75%) of such reimbursement to the Board. 8. Unit members must submit tuition for classes taken at regionally accredited institutions which are related bills to maintaining or improving the Employees skills. The tuition reimbursement must be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen Treasurer within thirty (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (1430) days of the submission of official verification that the class was completed with a passing grade and verification completion of the cost course for which reimbursement is sought. All bills must be submitted by June 15th to be eligible for payment by June 30th or by December 15th to be eligible for payment by December 30th. 9. The total available funds shall be Twelve Thousand Five Hundred Dollars and Zero Cents ($12,500.00) per half year and a total of tuition. No Employee Twenty-Five Thousand Dollars and Zero Cents ($25,000.00) per fiscal year, from which no individual unit member shall receive be reimbursed more than six thousand dollars Two Thousand Dollars and Zero Cents ($6,0002,000.00) for per fiscal year. 10. When a unit member is required to take courses by the first year of Superintendent, the contract, seven thousand dollars unit member shall be reimbursed at one hundred ($7,000) the second year (2nd100%) of the contract graduate rate of Ohio University-Athens per semester hour for undergraduate or graduate credits earned. The caps and eight thousand dollars limitations in reimbursement defined in Article 12, item 1, do not apply to this provision. 11. Unit members who participated in the 2019 Ashland University Gifted Endorsement Cohort Program must work for two full years, through June 1, 2023, after completing the program or the unit member shall pay the Board back seventy-five percent ($8,00075%) the third (3rd) year of the contract for approved classes. The total tuition reimbursement shall be made in the order paid on behalf of the approval of classes until unit member to complete the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this SectionAshland Program.

Tuition Reimbursement. For (a) Any employee who has completed the initial working test period and is continuing his/her education in a job-related area, or in an area that will assist the employee in upward mobility or promotional opportunities, shall be eligible for tuition reimbursement for a maximum of eighteen (18) credits or the equivalent per year. (b) There shall be $125,000 appropriated in each year of this contract for the purpose of tuition reimbursement. Funds which are unexpended in one fiscal year shall carry over into the next fiscal year provided, however, that the tuition (July 1-June c) An employee applying for tuition reimbursement must submit the appropriate forms not less than two (2) weeks prior to the start of the course. After approval has been received, if the employee decides not to take the course(s) or to drop a course(s), he/she shall notify the Employer so that funds may be utilized for another employee. As soon as possible but not more than thirty (30) days following completion of the course(s), the College employee shall budget submit the required documentation of payment and successful course completion. If no claim for reimbursement or request for extension has been submitted to the Comptroller within sixty thousand dollars ($60,000) to be used to reimburse Employees for the cost of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. The tuition reimbursement must be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (1460) days of the submission end of official verification the semester or course, the funds committed for that the class was completed with a passing grade course(s) shall be released and verification made available for others. (d) The reimbursement per credit shall be as follows: (1) For credit courses at accredited institutions of higher education, one hundred (100) percent of the cost of tuition. No Employee shall receive more than six thousand dollars , laboratory fees and community college service fees up to a maximum of $115 per credit for undergraduate courses and ($6,0002) for the first year of the contractFor other courses or programs, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement there shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer fifty (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (350) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the percent tuition reimbursement to the College on a prorated basis. Any amounts under this Section shall be withheld from any maximum of (e) Tuition reimbursement for external degree programs and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are for courses offered at non-renewed will not accredited institutions or non- credit courses shall be subject to this Section.prior approval by the

Tuition Reimbursement. For each 1. A member of the unit under contract to the Paterson School District who earns additional semester credits in courses related to education which are approved by the Superintendent of Schools will be reimbursed for tuition up to the approved Rutgers University rate for no more than three courses per contract year which may be prorated based upon the percentage of time that the member spends in the Paterson School System in any on fiscal year (July 1-June 30)as established in the guidelines below, The last day of the semester shall determine in which fiscal year the tuition would qualify for reimbursement. 2. In order to be eligible for tuition reimbursement for such approved courses, the College shall budget sixty thousand dollars ($60,000) course must be in the field of education of the member’s certification or a course to obtain additional certification, unless it is part of an educational degree program, or unless this provision is waived by the Superintendent. Additionally, the course must be taken at an accredited college or university. "B” grade must be obtained in each course in order for the course to be used reimbursable. 3. The intent of this provision is to reimburse Employees tuition costs for graduate courses in the areas cited above, except that undergraduate courses taken within the area of a member’s certification to obtain additional certification or in the area of an educational degree program may be taken, and the graduate course requirement shall be waived, by authorization and approval of the Superintendent of Schools. 4. A 5. In the case of a degree program, the individual college’s requirements for passing shall govern and if the teacher receives credit from the college, the costs of tuition, subject to the above limitation shall be reimbursable. 6. For courses taken, a separate reimbursement check shall be issued within sixty (60) days of receipt of transcript and summer courses will be reimbursed in September, provided the member returns to the district. 7. Procedural guidelines for the cost submission of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving reimbursement claims shall be established by the Employees skillsSuperintendent of Schools in conjunction with the Association. 8. The tuition reimbursement must be approved in advance parties agree that the amount of money expended by the College. Employees must apply District for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement shall be based on deducted from the total District allotment. Further, the parties agree that should the Rutgers University tuition rate be increased or decreased, the amount of tuition expense incurred money to be expended by the Employee and will District shall be made within fourteen (14) days increased or decreased by that same percentage. 9. Further, the parties agree that members of the submission of official verification that the class was completed with a passing grade and verification Paterson Administrators Association shall be entitled to 10% of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this SectionDistrict total.

Tuition Reimbursement. For each fiscal year (July 1-June 30), the College shall budget sixty thousand dollars ($60,000) to be used to reimburse Employees for the cost of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. ‌ The tuition reimbursement must be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount purpose of tuition reimbursement is to provide tuition reimbursement to employees who voluntarily take courses of study on their own time which the agency determines to be directly related to the employee’s present job or which will enhance the employee’s chances of advancement to a position within the agency which the employee has a reasonable expectation of achieving. These courses of instruction must be taken from accredited learning institutions which provide a grade or Pass/Fail designation. a. Only full-time employees with one (1) year of service are eligible for tuition reimbursement. They must not be eligible to receive educational benefits from other sources. b. The annual appropriation, if any, for the Tuition Reimbursement Program will be limited to the amount budgeted for the program. The Employer will not approve reimbursement in excess of this budget. c. To be eligible, the employee must receive pre-approval for the course on a “Request for Educational Assistance Form” from the Human Resources Division, prior to the start date of the course. d. Class attendance and completion of study assignments are to be accomplished outside of the employee’s regular work schedule and shall not interfere with the employee’s work. e. The Employer will reimburse the employee based upon the grade received for the course. For an “A” grade, 100% of the tuition will be reimbursed. For a “B” grade, 90% of the tuition will be reimbursed. For a “C” grade, 75% of tuition will be reimbursed. There is no reimbursement for a grade lower than a “C.” Employees passing a Pass/Fail course will receive seventy-five percent (75%) tuition reimbursement. The maximum allowable reimbursement will not exceed the actual tuition expense and will be based on the amount rate per unit of instruction at a State of Washington institution as follows: • Nondegree programs and the first two years of college level classes – Xxxxx College; or • Year three and four college and graduate level classes (Washington State University- Vancouver for semester-based classes and University of Washington for quarter-based classes). Each September, Human Resources will determine the rate per unit of instruction from the catalogs of Xxxxx College, Washington State University-Vancouver, and the University of Washington. f. The employee must submit a detailed tuition expense incurred by payment receipt, the Employee official report of grades, and complete a Contractual Reimbursement Request Form to be reimbursed. The employee must also supply a copy of the school payment account history to verify that no grants or other benefits were used to pay for the course(s). Lab and/or other required fees, parking, and books/instructional materials are not reimbursable. g. Employees leaving the agency voluntarily or who are terminated for cause during the course will not receive reimbursement and will be made within fourteen (14) days of responsible for reimbursing C-XXXX for any courses taken which ended during the submission of official verification that 12 months preceding the class was completed employee’s separation form employment with a passing grade and verification of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classesagency. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and thirdC-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), XXXX will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date 50% of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement monies received for those courses. Employees terminated by the agency due to lack of work or job elimination will receive 100% reimbursement. h. As part of the College on budget process, the Employer will communicate the schedule to submit tuition requests. In the event of a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee significant change in the absence Employer’s financial circumstances, previously approved tuition reimbursement requests are assured funding only through the remainder of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Sectionthe biennial budget.

Tuition Reimbursement. For each fiscal year (July 1-June 30), The Committee shall allocate $80,000 for the College shall budget sixty purpose of reimbursing teachers for tuition costs related to graduate level credit courses taken at a degree granting accredited institution. Teachers may receive tuition reimbursement of up to one thousand dollars ($60,0001,000.00) per school year. An eligible teacher may receive a second grant (of up to be used to reimburse Employees for the cost $1,000.00) of tuition reimbursement for classes taken at regionally accredited institutions which additional coursework in the same year if there are related to maintaining or improving additional funds that remain in the Employees skills. The annual tuition reimbursement allotment for that school year. Eligibility is defined for this paragraph as current enrollment in a degree granting program at an accredited college or university. Should other financial assistance be received, the reimbursement will be reduced so that the sum of financial assistance and reimbursement does not exceed the full amount of the course cost. To be considered for reimbursement, courses must be have been approved in advance by the CollegeSuperintendent or his designee, and must be related to the teacher’s area of assignment. Employees must The procedure for awarding course reimbursement will be as follows: Funds shall become available on a “first-in, first-out” (hereafter, “FIFO”) basis beginning July 1st (hereafter, “the first part of the fiscal year”), but 50% of the funds shall be reserved for submissions made after the 90th day of the fiscal year (hereafter, “the second part of the fiscal year”). If funds in the first half of the fiscal year are still available following the tuition reimbursement, these funds shall roll over to the second part of the fiscal year. If funds remain, any Unit A member who was denied reimbursement in the first half of the fiscal year for a first course may resubmit between May 15th and May 31st and shall be accepted prior to the second grant (“double-dipping option”) taking effect. Any Unit A member currently enrolled in a degree granting program at an accredited college or university may apply for approval for a specific class the second grant (“double-dipping option”), starting June 1st. All tuition reimbursement requests must be submitted by June 15th. If funds remain at least fourteen (14) days before it beginsthe end of the second part of the fiscal year, these funds shall be divided equally among those who have asked to double dip. If the pool of funds has been exhausted, then further requests shall be denied by the District. The amount Office of tuition reimbursement Human Resources shall be based on inform the amount Unit A member of tuition expense incurred by the Employee and will be made within fourteen (14) days receipt of the submission of official verification that the class was completed with a passing grade and verification of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be within two (2) work days of such receipt. Any inquiries made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive Office of Human Resources of a Unit A member that relate to tuition reimbursement must be continuously employed answered within five (5) work days. Failure to do so shall result in the Office of Human Resources returning all documents to the Unit A member with an explanation for the College returning. Consequently, a Unit A member will lose his/her place in FIFO. Within ten (10) work days of receipt of a completed tuition reimbursement request, the Office of Human Resources shall send the information to payroll; any Unit A member shall be reimbursed for at least three his/her tuition costs within two (32) full academic years pay cycles thereafter. In order to get reimbursed for a course, a Unit A employee must submit a course approval form to the Curriculum Office prior to the start of a course or within two (2) weeks after the last date start of the course via Talent Ed, or any other electronic system designated by the Curriculum Office. Failure to comply with these deadlines shall result in the Curriculum Office rejecting the course approval form. The Curriculum Office shall return the course approval form to the Unit A employee within seven (7) school days (or calendar days during vacations). The Association President(s) shall be updated monthly via email by the Office of Human Resources regarding the status of available funds for tuition reimbursements. To be considered for reimbursement, courses must have been approved in advance by the superintendent or his/her designee and a grade of C or above must have been received in the course. Any Employee who leaves prior to three (3) year Effective September 1, 2016, $20,000 will repay be transferred from the Supply Reimbursement Fund into the Tuition Reimbursement Fund for a pool of $100,000, which shall be made available for tuition reimbursement to as of the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non2016-renewed will not be subject to this Section2017 school year.

Tuition Reimbursement. For A. Certificated unit members, occupational therapists and physical therapists who earn graduate credit in college and university courses shall be reimbursed at $457.38 per semester hour (2014-2015 school year) for courses where: a. Individual participation in the course has been recommended by the principal; b. The course was approved by the Superintendent prior to the first day of class; and c. A grade of “C” or higher was earned. The reimbursement rate used in each fiscal succeeding school year (July 1will be determined in the spring based upon an average of the percentage increase in graduate level course tuition at the following schools: The University of Illinois at Urbana-June 30)Champaign; Northern Illinois University; Illinois State University; The University of Illinois at Chicago; and Northeastern Illinois University. Reimbursement for courses not credited on a semester credit basis shall be pro-rated relative to the credit format of the approved course. Coursework may be offered within the standard schedule of the university or college, but each course shall meet for a minimum of three dates per semester credit awarded. B. Non-state universities: If courses are not available in non-school hours within a 50-mile radius, the College private school formula will be the District payment of the public university rate plus 60% of the difference in tuition above $300 per semester hour. The maximum rate will not exceed $600 per semester hour. C. It is recognized that content-specific courses may be required by the District either as part of a degree program or as an individual course of study. All such courses must be taught by an instructor degreed in the content area and must carry credit from the content-specific department. D. Certificated unit members, occupational therapists and physical therapists who incur tuition expense for a course that is prerequisite to approved graduate courses, or which is recommended by the department chair as valuable to the department educational program, shall budget sixty thousand dollars ($60,000) be reimbursed at the annual approved rate to be used to reimburse Employees the extent of tuition paid for the cost course, if the courses were recommended by the principal and approved by the Superintendent prior to the incurrence of such expense. E. Athletic trainers, social workers, occupational therapists, physical therapists, non-certified nurses and sign language interpreters required to take courses in order to maintain their certification shall be reimbursed to the extent of the tuition paid in these courses, if the courses were recommended by the principal, and approved by the Superintendent. X. Xxxxxxx reimbursement is available for classes taken at regionally accredited institutions which teacher assistants. Courses, including on-line courses, must be pre-approved by the Superintendent or designee and must be relevant to the teacher assistant’s position. This reimbursement shall not apply to degree programs. G. Teacher assistants who hold secondary-level teacher certification in Illinois will be included under the same graduate reimbursement benefit as outlined for certified teachers in section A of this article, but for a maximum of 30 graduate semester hours. Sign language interpreters who take approved courses in furtherance of obtaining a bachelor’s degree in sign language interpretation will be included under the same reimbursement benefit as outlined in Section A of this article, but for a maximum of 30 semester hours, unless the Superintendent, in his sole discretion, approves reimbursement for additional semester hours. H. Forms for reimbursement or program approval are related available in the principal’s or designee’s office and must be completed and approved prior to maintaining the start of class. Reimbursement shall be made for any approved course within 30 days of submission to the Personnel Department of a paid tuition receipt and an official transcript showing a course grade of “C” or improving higher. Any individual who misrepresents information requested as part of the Employees skills. The approval process, or who violates any other condition of this article, shall forfeit both tuition reimbursement must be approved and any accrued or future salary benefit from the graduate credit. I. A certificated unit member, occupational therapist or physical therapist applying for reimbursement under this Article shall agree in advance by the College. Employees must apply writing to provide full restitution for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by reimbursed during the Employee and preceding four year period if he or she unilaterally terminates his or her employment with the District. A teacher assistant, non-certified nurse or sign language interpreter applying for reimbursement under this Article shall agree in writing to provide full restitution for the amount of tuition reimbursed during the preceding two year period if he or she unilaterally terminates his or her employment with the District. J. Certified employees will be made within fourteen (14) days allowed to take up to 18 semester hours of pre-approved online courses that can be applied towards a master’s, master’s +30, or master’s +30+12 salary lane advancement. K. If a certified unit member chooses to qualify for endorsement in an academic department mutually agreed upon between the submission of official verification that District and unit member the class was completed with a passing grade and verification of the cost of tuition. No Employee individual shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date courses which are part of reimbursement. Any Employee who leaves prior a principal and superintendent approved program to three (3) year will repay the tuition reimbursement to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee obtain an endorsement in the absence of a written repayment agreement specifying a different method of paymentapproved department. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed Graduate level courses will not be subject to this Sectionconsidered for Masters +30 and Masters +30+12 approval.

Tuition Reimbursement. For each fiscal year A. Employees who meet the requirements of the plan and who secure at least a passing grade (July 1-June 30"C"), the College shall budget sixty receive up to one thousand and two hundred dollars ($60,0001,200) to be used to reimburse Employees per fiscal school year reimbursement for the cost of tuition, mandatory fees and required textbooks to attend accredited colleges taking courses pursuant to the employees' training and education programs. B. An additional accelerated master degree (“AMD”) tuition reimbursement program shall be implemented for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skillsPMA members. The AMD tuition reimbursement must program shall be limited to the Master of Science Degree in Emergency Services Management, Criminal Justice or Organizational Development at California State University, Long Beach (CSULB), Xxxxxxx University, or an equivalent college/university approved in advance of enrollment by the CollegePersonnel Office. Employees must apply for approval for a specific class at least fourteen While an employee may choose to attend either CSULB, Xxxxxxx University, or an equivalent college or university approved by the Personnel Office, the City’s reimbursable maximum amounts (14as noted below) days before it beginswill be based upon the CSULB tuition rates. The amount of tuition reimbursement shall be based City will reimburse participating employees on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification “pay as you go basis” 50% of the cost of tuition, books and any materials directly related to the course(s) which are required by the course instructor (“Eligible Costs”). No Employee The remaining 50% of costs will be borne by the employee. In no event will the City’s reimbursement for Eligible Costs exceed $2,500 in a twelve month period. The total amount of the City’s reimbursements for Eligible Costs shall not exceed $5,000 per employee. C. In the event that (1) an employee who has received reimbursement under the AMD tuition reimbursement program terminates their employment, and (2) the employee has received reimbursements under the AMD tuition reimbursement program in an amount greater than what the employee was entitled to receive more than six thousand dollars (on a fiscal year basis) under the City’s standard tuition reimbursement plan as described in Section A. above commencing at the time the employee entered the AMD program and ending at the time of separation of employment, the employee will be required to reimburse the City for the difference. For the purpose of calculating any balance that may be due, the City’s standard tuition reimbursement plan as described in Section A. above will be allocated on a monthly basis ($6,000) for 100 per month). By way of example, assuming an employee receives a total of $4,800 in reimbursement payments from July 1, 2006 to June 30 2008, and the first year employee terminates in September of 2009, the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is employee would required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or reimburse the Higher Learning CommissionCity $900. However, and third-party accreditation bodiesif the employee terminates after July 1, as determined by the College's Chief Academic Officer (CAO)2010, will no reimbursement would be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement due to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this SectionCity.

Tuition Reimbursement. Tuition for coursework/training requested by the District will be paid in full for clerical workers. This training includes all new computer programs that the District may purchase. All clerical employees required to use new computer software will receive training as directed by the district. 1. For each fiscal year (July 1those non-June 30)certified employees seeking a Master’s Degree, the College shall budget sixty thousand dollars ($60,000) Board will pay up to be used to reimburse Employees for the cost of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. The tuition reimbursement must be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification 100% of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) Illinois State University’s graduate tuition for the first semester hour in which the class is taken. The semester hour tuition rate is based on the number of hours completed divided by the total tuition paid. 2. The maximum number of semester hours to be reimbursed per school year is fifteen (15). The school year is defined as the fall (August 16 –December 31), spring (January 1- May 31), and summer (June 1 – August 15) semesters of a school year. 3. Pre-approval of the contract, seven thousand dollars ($7,000) course must be obtained from the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classesSuperintendent if reimbursement is to be paid. 4. The tuition reimbursement Reimbursement payments shall be made after the teacher returns to employment in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College District for at least three (3) full academic years after one semester. The teacher must remain employed by the District for an additional semester following receipt of the last date of reimbursement. Any Employee who leaves prior to three (3) year will reimbursement or shall repay the District that last reimbursement. 5. Reimbursement will be paid only for those course(s) that are successfully completed with a grade of “B” or better. 6. In no case will an employee be reimbursed an amount greater than the tuition paid. 7. If a staff member receives free tuition, no reimbursement will be paid and the educational support staff must still secure pre-approval. 8. If a staff member receives a stipend, scholarship, grant, etc., covering part of the tuition, the employee can receive reimbursement from District 310 and the outside source, which is no greater than the cost of the tuition. If an employee has received tuition reimbursement and later is granted loan forgiveness for coursework already reimbursed to the College on a prorated basisemployee, the employee shall repay the District the reimbursement amount received that has been forgiven. 9. Any amounts under this Section shall Courses must be withheld from any taken at an accredited and all payments owed recognized institution and the class and course hours offered by the institution must be acceptable by District 310. 10. By August 15th, notification of advancement must be submitted, in writing, to the Employee in Superintendent or designee. An official transcript must be filed with the absence Superintendent verifying the successful completion of a written repayment agreement specifying a different method all coursework for that school year no later than October 1st. 11. The following documentation is required for tuition reimbursement: an official grade report (returned after copy made by administration), proof of payment. This agreement shall constitute a written signed payroll deduction authorizationpayment by the employee, and an official tuition notice or other information from the college/university designating tuition cost per semester hour. Employees who are non-renewed will not must submit the required paperwork within 30 calendar days following course completion to be subject to this Sectioneligible for reimbursement.

Tuition Reimbursement. For each fiscal year (July 1-June 30), the College shall budget sixty thousand dollars ($60,000) to be used to reimburse Employees for the cost of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. The Committee will maintain an annual tuition reimbursement must pool in the amount of $45,000. Teachers shall be approved in advance by reimbursed for tuition expenses for up to two (2) graduate courses per fiscal year, with a grade of "B" or better. In the College. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The event that the total amount of tuition reimbursement shall for which teachers apply exceeds the limits of the pool, the precise amount of each teacher’s reimbursement will be pro-rated based on the percentage of the individual teacher’s claim to the total amount claimed by all teachers. All available funds in the reimbursement pool will be disbursed based on the requirements of this section. Requests for tuition expense incurred by reimbursement under this section must be submitted to the Employee and Superintendent of Schools not later than June 30 annually. Payment of reimbursements will be made within fourteen (14) days not later than the subsequent first pay period in September. The Tuition and Fee Reimbursement Pool of the submission of official verification that the class was completed with a passing grade and verification of $45,000 will be reduced annually by the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) funding the Step 7 for nurses without a bachelor’s degree that took effect the first year beginning of the contract, seven thousand dollars ($7,000) 2013-2014 school year as long as the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after currently employed nurses without a bachelor’s degree are being paid at that step (“incumbent non-degreed nurses”). When an incumbent non-degreed nurse leaves the last date employment of reimbursementthe school district, the savings realized from not having to fund the nurse at Step 7 will be restored to the Tuition and Fee Reimbursement Pool. Any Employee who leaves prior to three (3) year will repay Assuming that one incumbent non-degreed nurses remains employed for the 2019-2020 school year, the tuition reimbursement pool will be reduced as follows: $447.42 (2019-2020); $1,805.32 (2020-2021); $1,566.50 (2021-2022). Assuming that the one incumbent non-degreed nurse remains employed for the 2021-2022 school year and subsequent school years, the tuition and fee reimbursement pool will be reduced by $1,566.50 plus any percentage increase negotiated for Step 7. The calculation for what an individual requester will be eligible to receive will be determined as follows: a. Determine the total amount requested by the bargaining unit; b. Determine the percentage of an individual’s requests to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed total amount requested; c. Multiply the percent of an individual’s request to the Employee total amount requested by members of the bargaining unit, by the amount of money available in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Sectionannual tuition reimbursement pool.

Tuition Reimbursement. Educational Subsidy Program (Expires on the date of ratification of the 2018-2020 local Memorandum of Agreement (May 26, 2020)) 9.3.1 The Employer will commit ½ of 1% of the previous year’s total instructional salary expenditures as gathered in Account 2050 of the Employer’s Classification of Accounts for the purpose of implementing the Educational Subsidy Program. 9.3.2 The Employer will pay 75% of costs incurred for tuition fees and text books, to a teacher for successfully completed Alberta courses approved by the Employer. 9.3.3 For each fiscal year (July 1non-June 30)Alberta courses, the College shall budget sixty thousand dollars ($60,000) to be used to reimburse Employees for the cost of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. The tuition reimbursement must be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification 75% of the cost of tuition. No Employee shall receive more than six thousand dollars the course ($6,000tuition fees and books) for the first year or 75% of the contractequivalent cost of an Alberta undergraduate or graduate course, seven thousand dollars ($7,000) whichever is least. 9.3.4 The first priority will be given to teachers applying to take courses pertinent to their role as a teacher in the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classesDivision. The tuition reimbursement shall second priority will be given to university courses aimed at meeting the requirements of post-graduate certificate or degree. 9.3.5 Application must be made in writing to the order Superintendent of Schools or designate before enrollment. 9.3.6 The subsidy will be paid upon proof of successful completion and presentation of documents relating to the cost of the course. 9.3.7 The teacher shall return to the Employer any subsidies received should they fail to work out the remainder of the school year. 9.3.8 Any unused Educational Subsidy monies in any year shall accumulate as an Educational Subsidy Surplus Fund to a maximum of 2% of the previous year’s total instructional salaries, as in clause 9.3.1 above. Should the Employer receive requests that exceed the amount of allocation in clause 9.3.1, a portion of the Educational Subsidy Surplus Fund may be re- allocated to the Education Subsidy Program as described in clause 9.3.1. This re-allocation is subject to approval of classes until the fund is exhaustedAssociation Local No. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department 80 Council of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined School Representatives. 9.3.9 The Employer will pay an applicant approved by the College's Chief Academic Officer (CAO)Employer, from the Educational Subsidy Surplus Fund, for the purpose of upgrading educational qualifications. Payment under this clause shall be granted at the rate of 65%, or as otherwise mutually agreed between the teacher and the Employer, of the annual grid salary for the year which leave is granted, based on the average full-time equivalency of the teacher during the five years prior to the year of leave, payable at the rate of 1/12 of the leave allowance so determined, for each month of leave, with payments to commence on the last day of the first calendar month of the leave. A. S.E.B.P. privileges will remain in effect during the leave, however, will be given preference over those Employees who do not have paid by the teacher during the sabbatical. 9.3.9.1 When professional improvement leave is granted for periods of less than a full year, payments under this requirement. Employees who receive tuition reimbursement must clause shall be continuously employed at the rate of 65%, or as otherwise mutually agreed between the teacher and the Employer, of annual grid salary for the year in which the leave is granted, computed for the number of teaching days on leave in ratio to 200, payable in equal monthly installments, for each month of leave, with the College for at least three (3) full academic years after payments to commence on the last date day of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement to first calendar month of the College on a prorated basis. Any amounts leave. 9.3.9.2 A teacher receiving benefits under this Section clause shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject eligible to this Sectionreceive benefits under Clause 9.

Tuition Reimbursement. For each fiscal year (July 1-June 30), the College shall budget sixty The Board will appropriate fourteen thousand five hundred dollars ($60,00014,500) per school year to be used paid for teachers to reimburse Employees for earn college credit subject to the cost of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. The tuition reimbursement following conditions: 30.01 All coursework must be approved in advance by the CollegeLPDC prior to submission to the Superintendent. Employees must Any teacher in the Columbia Local Schools may apply for approval tuition reimbursement. Further, the teacher shall teach for Columbia a specific class minimum of two (2) contractual years following completion of the course or he/she must pay back to the Board the amount received within ninety (90) days after the start of the school year. 30.02 The college course must be graduate level in a college or university approved for teacher training by the Ohio Department of Education in the area of present certification or an area of certification designated by the Superintendent as a critical need area. The teacher must first demonstrate that the course fits the above description. Approval or rejection will be based upon the aforementioned and/or sufficient funds. 30.03 The Professional Development Fund Application (Exhibit J) must be submitted and approved prior to the beginning of the course for which the teacher is requesting reimbursement. In this manner, the Treasurer can then encumber the money, thus the money is there at the time the course is completed. The reimbursement takes place at the time the teacher submits a transcript to the Treasurer’s office indicating that the course has been either passed or that the teacher has received a minimum of grade B in said course. 30.04 To qualify as a legitimate course for reimbursement, the course must begin during the fiscal year in which the reimbursement is being requested. The fiscal year runs from July 1 to June 30. It does not make any difference that the course might go beyond June 30, as the most important point is when the course begins. Applications for courses for the next fiscal year would then be made during the next fiscal year. 30.05 The teacher shall submit written proof in the form of an official transcript of completed credit from an institution recognized by the Ohio State Department of Education for its accreditation. The teacher must complete the course with at least fourteen a (14B) days before it beginsgrade or pass if on pass/fail basis. Evidence of successful completion, which includes an official transcript, must be submitted at the conclusion of the term in which the course was taken. 30.06 The amount rate of tuition reimbursement shall be based the actual rate for the quarter hour or semester hour, or one hundred thirty dollars ($130) per quarter hour or one hundred sixty ($160) per semester hours for the life of this agreement. Under no condition will a teacher be reimbursed more per hour than the actual tuition rate. (The maximum reimbursement per request will be four (4) semester hours or six (6) quarter hours.) A teacher may come back and request approval of additional courses if money is still available on a first come first serve basis. 30.07 The request will be recognized on a first-come, first-served basis using the amount of tuition expense incurred by following criteria: a. First to apply. b. A person may only apply and receive reimbursement once every two ( 2 ) years. However, persons who are ineligible due to receiving reimbursement the Employee prior year may, in an ineligible year, submit for reimbursement and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement to the College placed on a prorated basis. Any amounts under this Section shall be withheld from reserve list on a first- come, first-served basis for any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Sectionunencumbered funds remaining after June 1 each year.

Tuition Reimbursement. For Tuition reimbursement applies to all teachers not on a leave as defined in Article X, Leaves, Sections F, G, H, I, J, K, or L. The maximum tuition reimbursement amount will be up to $200.00 per credit for up to six (6) credits for each fiscal year school year, for graduate courses that are with an approved degree program. The maximum tuition reimbursement amount will be up to $165.00 per credit for up to six (July 1-June 30)6) credits for each school year, for graduate courses that are not within an approved degree program. The Superintendent of Schools, or his/her/their designee, shall make the College determination if the program is an approved program, and this judgment is not subject to grievance. The Committee shall budget sixty a maximum of forty-five thousand dollars ($60,00045,000.00) per year for tuition reimbursement which shall be allocated 2/3 for summer and fall courses and 1/3 for spring courses. Any left- over funds from the summer and fall courses will be carried over to the spring, however, once the total requested exceeds the budgeted amount, no further reimbursements will be made. Courses offered by The Education Cooperative (TEC) that offer college credits could be reimbursed up to $165 per credit for the TEC charges in addition to college credit fee. These are treated as separate reimbursements with regards to the annual allotment of six credits. The college credit associated with the course determines the number of credits that would also be allotted for the TEC fee. Thus, if one chooses to be used to reimburse Employees reimbursed for both the TEC charge and the college credit fee, the college credit(s) determined for the cost course will be doubled, counting once toward reimbursement of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skillscollege credit fees and once again toward reimbursement of the TEC fee. The tuition cumulative sum counts against the yearly allotment of six credits. Teachers do not have to use both to qualify for either. Tuition reimbursement must up to the full amount per course per teacher per school year may be given to teachers for courses satisfactorily completed when such courses are assigned by administration and approved in advance by the CollegeCommittee for unique or unusual reasons. Employees must apply for approval for a specific class All tuition reimbursements are subject to the following: 1. Such courses are at least fourteen (14) days before it beginsthe graduate level and/or relate directly to the career development of the teacher and the needs of the Holliston schools. 2. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of application receives the approval of classes until the fund is exhaustedSuperintendent or his/her/their designee prior to the taking of the course. 3. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or Should other financial assistance be received, the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), reimbursement will be given preference over those Employees who do reduced so that the sum of financial assistance and reimbursement does not have this requirementexceed the full amount of the course cost. 4. Employees who receive tuition A letter of application for reimbursement must will be continuously employed submitted to the Superintendent of Schools or his/her/their designee within sixty (60) days after the completion of the course. A grade slip or transcript shall be enclosed with the College for at least three letter as evidence of the completion of the course with a grade of B or better (3) full academic years after or pass, whichever is applicable). If the last date grade slip or transcript is not available within the 60 days, the teacher shall still submit, within the 60-day period the balance of reimbursementthe materials with a note explaining the inability to obtain a grade report. Any Employee who leaves prior to three (3) year will repay Proof of the tuition reimbursement source of payment shall also be included. This may include a credit card statement showing the transaction and the member’s name or a cancelled check made out to the College on institution from the member’s bank account, or a prorated basisreceipted bill showing the credit card number and copy of the member’s credit card itself. Any amounts Once all documentation supporting the request for reimbursement has been received, the district will process the request for reimbursement in a timely fashion. 5. A teacher receiving reimbursement under this Section shall be withheld sign an agreement to teach in the school system for one (1) year following the completion of the course and to repay from any and all payments owed the final salary check the reimbursement if said teacher voluntarily terminates service to the Employee in school system prior to one (1) year following completion of the absence of a written repayment agreement specifying a different method of paymentcourse. 6. This agreement shall constitute a written signed payroll deduction authorization. Employees who Judgments under this provision are non-renewed will not be subject to this Sectiongrievance.