Common use of Tuition Reimbursement Clause in Contracts

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester.

Tuition Reimbursement. Upon the recommendation of his/her Department Director and approval by the Human Resources Director, any regular employee may be reimbursed for accredited course work directly related to his/her job which is considered as valuable training for personal development and promotion in the career service of the City. Said recommendation and approval must be made on Personnel Form No. 15, "Tuition Reimbursement Form." Each completed form should be supplemented by official documentation of the nature and scope of the proposed educational or training program, including an estimate of the total costs required for such course work. Department Directors must indicate their approval by signing the form prior to submission to the Human Resources Department. Such tuition reimbursement shall be governed by the following: 1. Eligibility Any full-time regular employee may be reimbursed up to a maximum of $500 per fiscal year for tuition reimbursement is subject and/or registration fees incurred for course work, which has prior approval as provided above, through accredited high schools, trade schools, correspondence schools, colleges and universities. The City shall provide for books, parking and related incidental costs, excluding transportation expenses, not to exceed the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s)maximum allowance. a. A PBLE may receive prorated compensation based on the number of hours worked per week (b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the Statee.g., the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution.5 PBLE shall receive $250 per fiscal year and .75 PBLE shall receive $375 per fiscal year). 2. Representatives Reimbursement will not be granted if: a. The employee is receiving funds for the same course work from another source (i.e. G.I. Bill, scholarship, etc.) b. The course work is required as a condition of original employment as evidenced by a temporary written waiver of the VSEA and minimum educational requirements by the Department Director and written acceptance of Human Resources shall meet periodically such conditions by the affected employee. c. The employee is participating exclusively in an Intern Program with the City. d. The employee fails to review and discuss administrative guidelines concerning implementation achieve a grade of this programor equivalent to "C" or “pass” or above in each course taken. 3. An Upon completion of the approved course(s), the employee may appeal must submit a certificate of completion and/or a report of grades and an official receipt for tuition and/or registration fees and/or incidental costs to the denial of tuition reimbursement by the Commissioner of Human Resources if the basis Department for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the Statefinal reimbursement approval. 4. Written requests for reimbursement When an employee is directed by the City Manager to participate in a particular course, seminar or conference, all expenses and costs will be first submitted to paid by the employee’s own department which may determine if its own department’s funds will City; provided, however, notwithstanding any other provisions of these rules, the approval of courses involving tuition reimbursement or prepaid training programs shall in all cases be allocated in whole or in part. Such decision shall not be subject to appeal or grievancegoverned by the availability of funds. 5. The If an employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation voluntarily resigns his/her employment with the VSEACity or is terminated for disciplinary reasons within six (6) months after receiving reimbursement for voluntary training, educational programs or course work, such employee shall have reimburse the discretion to allow applications through City for all monies paid him/her both for course work in which he may be currently enrolled or course work completed dating six (6) months from his/her termination date. 6. During the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all term of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are fundedthis Agreement, the above drawing process will be used parties agree to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semesterdiscuss education incentive pay.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is postPost-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1In each fiscal year covered by this contract, 2008, ninety twenty thousand dollars ($90,00020,000) will be made available for courses beginning between July 1 and December 31, and ninety twenty thousand dollars ($90,00020,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester. 6. The maximum reimbursement under this Article shall not exceed eighty percent (80%) of the actual out-of-pocket cost for tuition, up to three hundred fifty dollars ($350) per credit, to the employee. Employees may not be reimbursed for costs reimbursed from other sources. 7. When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds ninety percent (90%) of the total. 8. Tuition reimbursement shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed two (2) courses (for no more than eight (8) credits) within a six (6) month period (July- December, January-June). Subject to availability of funds, reimbursement for more than twelve (12) credits in a fiscal year may be made at the discretion of the State. 9. The employee must complete the course with a passing grade, and must submit to the Department of Human Resources a copy of the final grade received. 10. Approved courses shall normally be taken during off-duty hours. Other arrangements are subject to the approval of the appointing authority and the Commissioner of Human Resources. 11. The State shall not be required to reimburse any employee if the total expenditures from this program reaches forty thousand dollars ($40,000) plus an additional amount for administrative expenses for each fiscal year covered by this contract for the Supervisory Unit. The State will continue to charge to this program the actual administrative and staff costs to run the program, not to exceed fifteen percent (15%) above the amounts listed above per fiscal year, to be prorated between the Non- Management and Supervisory tuition programs. Monies not spent or which are reverted in a fiscal year shall be available for tuition reimbursement in the following fiscal year. Monies not spent or which are reverted for courses beginning July 1 - December 31 shall be available for tuition reimbursement for courses beginning January 1 - June 30. 12. Nothing in this Agreement shall prevent Departments from paying for courses related to job duties and departmental career development under State Personnel Policy 15.0 or 15. 1. Requests for reimbursement processed under this section shall have met with departmental approvals required under such State policy(ies). 13. Nothing shall prevent the Department of Human Resources from entering into agreements with colleges for voucher arrangements where the amount approved in advance of the course can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the State for any expenses not otherwise reimbursable under this article. 14. Reimbursement from this Fund shall not be used for courses where attendance is required by the department or agency. 15. In unusual circumstances where the State is not able to enter into agreements with the institution for direct payments, the State may grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) must be submitted to the Department of Human Resources. 16. State Police Lieutenants shall be eligible to participate only in the Supervisory Unit Tuition Reimbursement Program. 17. Employees approved for tuition reimbursement prior to being officially notified of their reduction in force, shall be eligible only for that tuition already approved. 18. In order to be eligible for tuition reimbursement benefits under this Article, employees must have successfully completed their original probationary periods prior to the deadline for filing tuition reimbursement applications.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s)DG. (b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the StateDG, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-career- related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human ResourcesDG, whether or not they are provided at a properly accredited educational institution. 2. Representatives The application shall be submitted to the DG before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by email to the ODG Human Resources Administrator or U.S. mail and be received by the ODG between November 15th and December 7th. For courses beginning between July 1st and December 31st, applications must be submitted by email to the ODG Human Resources Administrator or U.S. mail and be received by the ODG between May 15th and June 7th. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the VSEA and first priority course applications, the Department available funds will be split equally among all applicants. If all first priority courses are funded, the available funds will be split equally among all applicants. Beginning July 1 of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of each fiscal year covered by this programagreement, $5,000 will be made available for courses in that fiscal year. Applications will only be accepted for the current semester. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources DG, if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State.ODG. CRITERIA FOR REIMBURSEMENT 4. Written requests The maximum reimbursement under this Article shall not exceed 80% of the actual out-of- pocket cost for reimbursement will be first submitted tuition, up to $350 per credit, to the employee’s own department which . Employees may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievancereimbursed for costs reimbursed from other sources. 5. When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds 90% of the total. 6. Tuition reimbursement shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed 2 courses (for no more than 8 credits) within a six month period (July- December, January-June). Subject to availability of funds, reimbursement for more than 12 credits in a fiscal year may be made at the discretion of the DG. 7. The employee must complete the course with a passing grade, and must submit to the DG a copy of the final grade received. 8. Approved courses shall normally be taken during off-duty hours. Other arrangements are subject to the approval of the DG. The ODG shall not be required to reimburse any employee if the total expenditures from this program reach $5,000 per fiscal year. Monies not spent in one fiscal year of this contract shall be available for tuition reimbursement the subsequent fiscal year covered by this contract. 9. Nothing in this Agreement shall prevent the ODG from paying for courses related to job duties and departmental career development. 10. Reimbursement from this Fund shall not be used for courses where attendance is required by the ODG. 11. In unusual circumstances where the ODG is not able to enter into agreements with the institution for direct payments, the ODG may then request reimbursement grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the Tuition Reimbursement Fund, for any remainderprogram if the employee fails to complete or pass the course. The application shall Written proof of reimbursable payments (a bill) must be submitted to the Department ODG. 12. Employees approved for tuition reimbursement prior to being officially notified of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEAtheir reduction in force, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds eligible only for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semesteralready approved.

Tuition Reimbursement. 1. Eligibility A. Beginning with the school year, bargaining unit members who wish to take enrichment courses in subject areas which they are teaching, may apply for tuition reimbursement is subject from the Board of Education. Only graduate level credits which are earned from accredited institutions will be accepted. Earned grades of "B" or higher or "P" (Pass/Fail) must be presented in order to be eligible. B. A purchase order for reimbursement issued to the following criteria: (a) The employee’s unit member will establish eligibility of funds for reimbursement. A warrant for payment will be issued upon receipt of grades, credits, and an oral or written career plan for courses (or degree requirements) not related to report of the employee’s present position must be approved by benefits earned from taking the appointing authority and the Commissioner of Human Resources or designee(s)course. C. In order to encourage an equitable access to reimbursement, the Board will assemble a list of unit members who wish to be considered for reimbursement. No unit member will be eligible for reimbursement of over seven (b7) The course is post-secondary and/or graduate level taken at a properly accredited educational institutionsemester hours or ten and one half (10½) quarter hours per calendar year. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements D. A total of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thirty thousand dollars ($90,00030,000) will annually shall be set aside for each fiscal year beginning in July. If any funds remain from the previous year, they shall be rolled over into the next year. Reimbursement shall be made to each unit member at the end of the fiscal year and shall be based on a division of the total funds available for by the number of the approved unit members. In no case shall the amount of reimbursement to the unit member exceed the actual cost of the approved coursework. E. The Superintendent may use his/her discretion to decide reimbursement eligibility. The Superintendent/designee could consider eligibility of a teacher wishing to take courses beginning between July 1 and December 31designed to improve his/her classroom/environment or courses in subject areas which he/she is certified, and ninety thousand dollars ($90,000) will be available for as well as courses beginning between January 1 and June 30. Applications will only be accepted for the current semesterin subject areas which he/she is currently teaching.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject Subject to the following criteria: (a) The employeeconditions and requirements below, a teacher’s written career plan tuition shall be reimbursed by the Board of Education for each course in a Master's Program and for each graduate level course beyond a Master's Degree. Prior to classes beginning, courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources Superintendent or designee(s). (b) The course is post-secondary his/her designee. Such courses must be taken from fully accredited colleges and/or graduate level taken at a properly accredited educational institution. (c) As universities, as determined by the StateHigher Learning Commission or a similar independent organization mutually agreed upon, the course must: (1) Increase the employee’s expertise and be in his or her present position, or other careeran education-related positions in State service; and/or, (2) Fulfill content area, including administration, that will enhance the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives ability of the VSEA teacher to perform his/her current or future job. For the School Nurse, Psychologist, Social Worker, and Speech Pathologist, courses and/or Continuing Education Units (CEU) must be taken in their respective field of specialization. The teacher must receive a final grade of A or B in any courses taken, and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of maximum tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted one thousand dollars ($1,000) per teacher during each fiscal year (i.e. July 1 – June 30) of this agreement. In order for course work credit to be counted for salary advancement purposes (i.e. changing “lanes”) for a given school year during this Agreement, a teacher must submit evidence of the actual tuition amount he/she paid and an official transcript of credits earned (or grade report) to the employeeSuperintendent or his/her designee by October 1st of the current school year. If such documentation is not submitted by the October 1st deadline, no salary advancement will occur for the current school year. A teacher who is working toward his/her first Master's Degree must also provide the Superintendent or his/her designee an official letter or certificate of acceptance into a Master's degree program when seeking course pre-approval. Only pre-approved courses taken after the date of acceptance into the Master’s own department which may determine if its own department’s funds program will be allocated considered for tuition reimbursement. Teachers new to the District may seek tuition reimbursement for approved courses taken, provided, however, they were first enrolled in whole such course(s) after they began working as a teacher in the District.. Teachers who are on any form of unpaid leave, are not eligible for tuition reimbursement. A detailed receipt showing the actual tuition amount paid by a teacher and an official transcript of credits earned (or grade report) showing satisfactory completion of the course (i.e. the teacher must receive a final grade of A or B in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall course taken) must be submitted to the Department of Human Resources Superintendent or his/her designee before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications a check for tuition reimbursement will be combined in a receptacle and issued. Maximum reimbursement may not exceed one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,0001,000) will be made available for courses beginning between per teacher during each fiscal year (i.e. July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and – June 30) of this Agreement. Applications will only Should a teacher voluntarily leave the employ of the district (except through retirement) within one year following his/her receipt of such tuition reimbursement amount, he/she shall owe the District the entire tuition reimbursement amount for such course(s) taken and that amount may be accepted for the current semesterdeducted from a teacher’s final payment of wages.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is postPost-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted received by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted received by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1In each fiscal year covered by this contract, 2008, ninety twenty thousand dollars ($90,00020,000) will be made available for courses beginning between July 1 and December 31, and ninety twenty thousand dollars ($90,00020,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester. 6. The maximum reimbursement under this Article shall not exceed eighty percent (80%) of the actual out-of-pocket cost for tuition, up to three hundred fifty dollars ($350) per credit, to the employee. Employees may not be reimbursed for costs reimbursed from other sources. 7. When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds ninety percent (90%) of the total. 8. Tuition reimbursement shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed two (2) courses (for no more than eight (8) credits) within a six (6) month period (July- December, January-June). Subject to availability of funds, reimbursement for more than twelve (12) credits in a fiscal year may be made at the discretion of the State. 9. The employee must complete the course with a passing grade, and must submit to the Department of Human Resources a copy of the final grade received. 10. Approved courses shall normally be taken during off-duty hours. Other arrangements are subject to the approval of the appointing authority and the Commissioner of Human Resources. 11. The State shall not be required to reimburse any employee if the total expenditures from this program reaches forty thousand dollars ($40,000) plus an additional amount for administrative expenses for each fiscal year covered by this contract for the Supervisory Unit. The State will continue to charge to this program the actual administrative and staff costs to run the program, not to exceed fifteen percent (15%) above the amounts listed above per fiscal year, to be prorated between the Non- Management and Supervisory tuition programs. Monies not spent or which are reverted in a fiscal year shall be available for tuition reimbursement in the following fiscal year. Monies not spent or which are reverted for courses beginning July 1 - December 31 shall be available for tuition reimbursement for courses beginning January 1 - June 30. 12. Nothing in this Agreement shall prevent Departments from paying for courses related to job duties and departmental career development under State Personnel Policy 15.0 or 15. 1. Requests for reimbursement processed under this section shall have met with departmental approvals required under such State policy(ies). 13. Nothing shall prevent the Department of Human Resources from entering into agreements with colleges for voucher arrangements where the amount approved in advance of the course can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the State for any expenses not otherwise reimbursable under this article. 14. Reimbursement from this Fund shall not be used for courses where attendance is required by the department or agency. 15. In unusual circumstances where the State is not able to enter into agreements with the institution for direct payments, the State may grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) must be submitted to the Department of Human Resources. 16. State Police Lieutenants shall be eligible to participate only in the Supervisory Unit Tuition Reimbursement Program. 17. Employees approved for tuition reimbursement prior to being officially notified of their reduction in force, shall be eligible only for that tuition already approved. 18. In order to be eligible for tuition reimbursement benefits under this Article, employees must have successfully completed their original probationary periods prior to the deadline for filing tuition reimbursement applications.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources Personnel or designee(s). (b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human ResourcesPersonnel, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources Personnel shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources Personnel if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources Personnel before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources Personnel and must be postmarked between November 7th 24th and November 21stDecember 7th. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources Personnel and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 20082001, ninety thousand dollars ($90,000) 80,000 will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) 80,000 will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is postPost-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1In each fiscal year covered by this contract, 2008, ninety fifteen thousand dollars ($90,00015,000) will be made available for courses beginning between July 1 and December 31, and ninety fifteen thousand dollars ($90,00015,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester. 6. The maximum reimbursement under this Article shall not exceed eighty percent (80%) of the actual out-of-pocket cost for tuition, up to three hundred fifty dollars ($350) per credit, to the employee. Employees may not be reimbursed for costs reimbursed from other sources. 7. When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds ninety percent (90%) of the total. 8. Tuition reimbursement shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed two (2) courses (for no more than eight (8) credits) within a six (6) month period (July- December, January-June). Subject to availability of funds, reimbursement for more than twelve (12) credits in a fiscal year may be made at the discretion of the State. 9. The employee must complete the course with a passing grade, and must submit to the Department of Human Resources a copy of the final grade received. 10. Approved courses shall normally be taken during off-duty hours. Other arrangements are subject to the approval of the appointing authority and the Commissioner of Human Resources. 11. The State shall not be required to reimburse any employee if the total expenditures from this program reaches thirty thousand dollars ($30,000) plus an additional amount for administrative expenses for each fiscal year covered by this contract for the Supervisory Unit. The State will continue to charge to this program the actual administrative and staff costs to run the program, not to exceed fifteen percent (15%) above the amounts listed above per fiscal year, to be prorated between the Non- Management and Supervisory tuition programs. Monies not spent or which are reverted in a fiscal year shall be available for tuition reimbursement in the following fiscal year. Monies not spent or which are reverted for courses beginning July 1 - December 31 shall be available for tuition reimbursement for courses beginning January 1 - June 30. 12. Nothing in this Agreement shall prevent Departments from paying for courses related to job duties and departmental career development under State Personnel Policy 15.0 or 15. 1. Requests for reimbursement processed under this section shall have met with departmental approvals required under such State policy(ies). 13. Nothing shall prevent the Department of Human Resources from entering into agreements with colleges for voucher arrangements where the amount approved in advance of the course can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the State for any expenses not otherwise reimbursable under this article. 14. Reimbursement from this Fund shall not be used for courses where attendance is required by the department or agency. 15. In unusual circumstances where the State is not able to enter into agreements with the institution for direct payments, the State may grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) must be submitted to the Department of Human Resources. 16. State Police Lieutenants shall be eligible to participate only in the Supervisory Unit Tuition Reimbursement Program. 17. Employees approved for tuition reimbursement prior to being officially notified of their reduction in force, shall be eligible only for that tuition already approved. 18. In order to be eligible for tuition reimbursement benefits under this Article, employees must have successfully completed their original probationary periods prior to the deadline for filing tuition reimbursement applications.

Tuition Reimbursement. 1. Eligibility SECTION 33.1 Employees eligible for tuition reimbursement is subject to shall include the following criteriabargaining unit personnel who have passed their initial probationary period: A) Full-time permanent employees may be reimbursed for up to two (a2) courses per quarter/semester. B) Part-time permanent employees working an average of twenty (20) hours or more per week may be reimbursed for up to one (1) course per quarter/semester. C) Intermittent employees, beginning one hundred eighty (180) days after the first day of employment, who work an average of not less than twenty (20) hours per week during this period and during the time period in which the course is taken, may be reimbursed for up to one (1) course per quarter/semester. SECTION 33.2 Eligible Courses - The employee’s written career plan for courses (or degree requirementsfollowing criteria apply: A) not A course must be related to the employee’s present 's actual specific job assignment or to a position in the Agency to which the employee aspires. For purposes of this section, the obtaining of basic literacy, a high school diploma, or completion of G.E.D. requirements shall be considered related to every job assignment in the Agency. B) A course must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is post-secondary and/or graduate level taken at a properly school chartered by the State Department of Education, an accredited educational institutioncollege, an accredited university or at their extension centers. No correspondence courses shall be eligible. (c) As determined by the State, the course must: (1) Increase the employee’s expertise SECTION 33.3 Reimbursement Procedures - Employees must follow these procedures in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteriaorder to obtain reimbursement. (3A) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An The employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests must make application for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before Professional Development at least seven (7) days prior to the first day of class to which the employee wishes to enroll and receive a response as to whether the request for tuition reimbursement was approved within fifteen (15) days of the date of application. Application forms may be obtained from the Department of Education & Professional Development. B) Upon completion of the course, the employee shall submit the original grade report received for the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources Education & Professional Development. The employee must receive a letter grade of "C" (or its equivalent) for the course. C) tabIf the employee has met the requirements of this policy, he shall be reimbursed at the rate not to exceed the credit hour fee charged by Capital University. Employees shall not be reimbursed for materials. Employees shall not be reimbursed for lost work time under this provision. D) Employees who participate in the Tuition Reimbursement Program must agree to continue employment with Franklin County Children Services for a minimum of two (2) months per course completed. Work commitments begin after completion of the course and must be postmarked between November 7th and November 21stserved consecutively, not concurrently. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail Employees who do not complete the work commitment are required to return the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with funds received under the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semesterTuition Reimbursement program.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is postPost-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1In each fiscal year covered by this contract, 2008, ninety fifteen thousand dollars ($90,00015,000) will be made available for courses beginning between July 1 and December 31, and ninety fifteen thousand dollars ($90,00015,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester.

Tuition Reimbursement. The Los Angeles Community College District shall establish a fund of at least $120,000 per fiscal year for the purpose of professional development. Members of the Clerical/Technical Unit may receive tuition reimbursement in accordance with the following requirements: 1. Eligibility for tuition reimbursement is subject A maximum of $3,000 not to exceed 50% (100% if classes are taken in the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority Los Angeles Community College District), including computing differential certification classes and the Commissioner of Human Resources or designee(s). (b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: one (1) Increase certification test, of the employee’s expertise tuition in his or her present position, or other career-related positions any one (1) academic year except as provided in State service; and/or, Section 6. below (2) Fulfill Appendix N for required textbooks and materials reimbursement). Members of the requirements of a degree program, which will also meet Clerical/Technical Unit shall be reimbursed for Student Health Fees for all classes taken within the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institutionLos Angeles Community College District. 2. Representatives Tuition reimbursement shall be processed upon submission of evidence of successful completion (a grade of C or better or "pass" or "credit") of courses taken (except tuition may be paid in advance when tuition would be authorized under paragraph 6. below). This evidence shall be submitted by the VSEA and employee to the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this programDivision. 3. An employee may appeal Tuition reimbursement shall be made for a course, workshop, institute or other organized activity in any of the denial of tuition reimbursement following areas: a. The employee's current classification b. A related classification or career ladder c. Retraining, requested by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected and/or recommended by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally College President or Division Head and approved by the VSEA or employee and the State.Chancellor 4. Written requests Courses, workshops, institutes, or other organized activities must be taken at an accredited institution. Exceptions may be made for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole courses, workshops, or in part. Such decision shall not be subject to appeal other organized activities offered by recognized business, industry, governmental, professional, and occupational organizations or grievanceassociations. 5. The employee may then A request for reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall professional growth must be submitted to the Department of Human Resources before Committee on Tuition Reimbursement prior to enrollment and approved by the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7thsame committee. The Department committee shall be composed of three (3) AFT Staff Guild Unit members designated by the AFT Staff Guild and two (2) management employees designated by the Senior Associate Vice Chancellor (Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priorityResource Guide B 575). 6. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined reimbursement is approved in a receptacle accordance with section A 3.c and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are fundedE 3, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1District shall pay the full cost of tuition, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31books, and ninety thousand dollars ($90,000) will be available materials for courses beginning between January 1 and June 30. Applications will only be accepted for the current semestersuch employee so enrolled.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related emp ated to the employee’s ems present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is postPost-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise ertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s cou job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be departmen e allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted received by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted received by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first rst priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1In each fiscal year covered by this contract, 2008, ninety twenty thousand dollars ($90,00020,000) will be made available for courses beginning between July 1 and December 31, and ninety twenty thousand dollars ($90,00020,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester. 6. The maximum reimbursement under this Article shall not exceed eighty percent (80%) of the actual out-of-pocket cost for tuition, up to three hundred fifty dollars ($350) per credit, to the employee. Employees may not be reimbursed for costs reimbursed from other sources. 7. When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds ninety percent (90%) of the total. 8. Tuition reimbursement shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed two (2) courses (for no more than eight (8) credits) within a six (6) month period (July- December, January-June). Subject to availability of funds, reimbursement for more than twelve (12) credits in a fiscal year may be made at the discretion of the State. 9. The employee must complete the course with a passing grade, and must submit to the Department of Human Resources a copy of the final grade received. 10. Approved courses shall normally be taken during off-duty hours. Other arrangements are subject to the approval of the appointing authority and the Commissioner of Human Resources. 11. The State shall not be required to reimburse any employee if the total expenditures from this program reaches forty thousand dollars ($40,000) plus an additional amount for administrative expenses for each fiscal year covered by this contract for the Supervisory Unit. The State will continue to charge to this program the actual administrative and staff costs to run the program, not to exceed fifteen percent (15%) above the amounts listed above per fiscal year, to be prorated between the Non- Management and Supervisory tuition programs. Monies not spent or which are reverted in a fiscal year shall be available for tuition reimbursement in the following fiscal year. Monies not spent or which are reverted for courses beginning July 1 - December 31 shall be available for tuition reimbursement for courses beginning January 1 - June 30. 12. Nothing in this Agreement shall prevent Departments from paying for courses related to job duties and departmental career development under State Personnel Policy 15.0 or 15. 1. Requests for reimbursement processed under this section shall have met with departmental approvals required under such State policy(ies). 13. Nothing shall prevent the Department of Human Resources from entering into agreements with colleges for voucher arrangements where the amount approved in advance of the course can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the State for any expenses not otherwise reimbursable under this article. 14. Reimbursement from this Fund shall not be used for courses where attendance is required by the department or agency. 15. In unusual circumstances where the State is not able to enter into agreements with the institution for direct payments, the State may grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a bill) must be submitted to the Department of Human Resources. 16. State Police Lieutenants shall be eligible to participate only in the Supervisory Unit Tuition Reimbursement Program. 17. Employees approved for tuition reimbursement prior to being officially notified of their reduction in force, shall be eligible only for that tuition already approved. 18. In order to be eligible for tuition reimbursement benefits under this Article, employees must have successfully completed their original probationary periods prior to the deadline for filing tuition reimbursement applications.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s s written career plan for courses (or degree requirements) not related to the employee’s present resent position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present nt position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s employ job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted received by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted received by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first employ priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 20082005, ninety eighty thousand dollars ($90,00080,000) will be made available for courses beginning between July 1 and December 31, and ninety eighty thousand dollars ($90,00080,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester. 6. The maximum reimbursement under this Article shall not exceed eighty percent (80%) of the actual out-of-pocket cost for tuition, up to three hundred fifty dollars ($350) per credit, to the employee. Employees may not be reimbursed for costs reimbursed from other sources. 7. When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds ninety (90%) of the total. 8. Tuition reimbursement shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed two (2) courses (for no more than eight (8) credits) within a six (6) month period (July- December, January-June). Subject to availability of funds, reimbursement for more than twelve (12) credits in a fiscal year may be made at the discretion of the State. 9. The employee must complete the course with a passing grade, and must submit to the Department of Human Resources a copy of the final grade received. 10. Approved courses shall normally be taken during off-duty hours. Other arrangements are subject to the approval of the appointing authority and the Commissioner of Human Resources. 11. The State shall not be required to reimburse any employee if the total expenditures from this program reaches one hundred sixty thousand dollars ($160,000), plus an additional amount for administrative expenses for fiscal year 2008 for the Non-Management Unit. The State will continue to charge to this program the actual administrative and staff costs to run the program, not to exceed fifteen percent (15%) above the amounts listed above per fiscal year, to be prorated between the Non- Management and Supervisory tuition programs. Monies not spent or which are reverted in FY 2007 shall be available for tuition reimbursement in FY 2008. Monies not spent or which are reverted for courses beginning July 1 - December 31 shall be available for tuition reimbursement for courses beginning January 1 - June 30 in fiscal year 2008. 12. Nothing in this Agreement shall prevent Departments from paying for courses related to job duties and departmental career development under State Personnel Policy 15.0 or 15. 1. Requests for reimbursement processed under this section shall have met with departmental approvals required under such State policy(ies). 13. Nothing shall prevent the Department of Human Resources from entering into agreements with colleges for voucher arrangements where the amount approved in advance of the course can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the state for any expenses not otherwise reimbursable under this article. 14. Reimbursement from this Fund shall not be used for courses where attendance is required by the department or agency. 15. In unusual circumstances where the State is not able to enter into agreements with the institution for direct payments, the State may grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) must be submitted to the Department of Human Resources. 16. Employees approved for tuition reimbursement prior to being officially notified of their reduction in force, shall be eligible only for that tuition already approved. 17. In circumstances where the State is not able to enter into agreements with the institution for direct reimbursements, the State may grant an advance payment to the institution subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) may be required by the Department of Human Resources.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s)DG. (b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the StateDG, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-career- related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human ResourcesDG, whether or not they are provided at a properly accredited educational institution. 2. Representatives The application shall be submitted to the DG before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by email to the ODG Human Resources Administrator or U.S. mail and be received by the ODG between November 30th and December 15th. For courses beginning between July 1st and December 31st, applications must be submitted by email to the ODG Human Resources Administrator or U.S. mail and be received by the ODG between May 30th and June 15th. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the VSEA and first priority course applications, the Department available funds will be split equally among all applicants. If all first priority courses are funded, the available funds will be split equally among all applicants. Beginning July 1 of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of each fiscal year covered by this programagreement, $5,000 will be made available for courses in that fiscal year. Applications will only be accepted for the current semester. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources DG, if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State.ODG. CRITERIA FOR REIMBURSEMENT 4. Written requests The maximum reimbursement under this Article shall not exceed 80% of the actual out-of- pocket cost for reimbursement will be first submitted tuition, up to $350 per credit, to the employee’s own department which . Employees may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievancereimbursed for costs reimbursed from other sources. 5. When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds 90% of the total. 6. Tuition reimbursement shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed 2 courses (for no more than 8 credits) within a six month period (July- December, January-June). Subject to availability of funds, reimbursement for more than 12 credits in a fiscal year may be made at the discretion of the DG. 7. The employee must complete the course with a passing grade, and must submit to the DG a copy of the final grade received. 8. Approved courses shall normally be taken during off-duty hours. Other arrangements are subject to the approval of the DG. The ODG shall not be required to reimburse any employee if the total expenditures from this program reach $5,000 per fiscal year. Monies not spent in one fiscal year of this contract shall be available for tuition reimbursement the subsequent fiscal year covered by this contract. 9. Nothing in this Agreement shall prevent the ODG from paying for courses related to job duties and departmental career development. 10. Reimbursement from this Fund shall not be used for courses where attendance is required by the ODG. 11. In unusual circumstances where the ODG is not able to enter into agreements with the institution for direct payments, the ODG may then request reimbursement grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the Tuition Reimbursement Fund, for any remainderprogram if the employee fails to complete or pass the course. The application shall Written proof of reimbursable payments (a bill) must be submitted to the Department ODG. 12. Employees approved for tuition reimbursement prior to being officially notified of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEAtheir reduction in force, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds eligible only for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semesteralready approved.

Tuition Reimbursement. 1. Eligibility The CRA/LA shall provide reimbursement for tuition reimbursement is subject for those regular employees who enroll in courses or specialized training determined to be of direct value to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related CRA/LA; relevant to the employee’s present position 's duties; and/or which will provide special skills and knowledge helpful in improving/enhancing their performance in currently held positions and/or in developing their potential for higher or different responsibilities in other aspects of the CRA/LA. 1.1 Employees who have satisfactorily completed their initial probationary period and are considered regular employees shall be eligible for tuition reimbursement. 1.2 The CRA/LA shall reimburse the employee for tuition, books, registration fees and lab fees. Total reimbursement per calendar year for an employee shall not exceed $3,000. The reimbursement of $3000 shall be changed to $3,300 on July 1, 2008 and on July 1, 2011 to $3,500. 1.3 Final CRA/LA approval of a tuition reimbursement application will be based on availability of funds. If requests exceed funds available, application will be evaluated in terms of the CRA/LA's needs and priorities. 1.4 Courses must be approved taken for credit and on the employee's own time, as outlined in the Administrative Guidelines. 1.5 The courses or programs shall relate to the duties of the employee's position; to duties of positions in other classes in the person's logical line of promotion; or to duties of positions in classifications in a related CRA/LA field to which the employee aspires and for which he/she might reasonably be considered; or to a baccalaureate or advanced degree which is so related and determined eligible by the appointing authority CRA/LA. 1.6 Employees shall be reimbursed for course and degree programs from accredited schools. 1.7 The Tuition Reimbursement program will be administered by the Commissioner of Human Resources Department. The Director of the Human Resources Department or designee(s)his/her designee shall be responsible for reviewing and approving all requests for reimbursement. 1.8 To be eligible for reimbursement, employees must receive a grade of “B-” (bB minus) The or better, OR, receive a passing grade where the course is post-secondary and/or graduate level taken at a properly accredited educational institutiondesignated as pass or fail. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution1.9 Employees must submit receipts for all reimbursement requested. 2. Representatives All other provisions of the VSEA and tuition reimbursement program as described in the Department of Human Resources CRA/LA's Administrative Instructions shall meet periodically to review and discuss administrative guidelines concerning implementation of this programapply. 3. An employee may appeal the denial Denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to requests may be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications addressed through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester.Article 49 -

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is postPost-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21stNovember21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1In each fiscal year covered by this contract, 2008, ninety fifteen thousand dollars ($90,00015,000) will be made available for courses beginning between July 1 and December 31, and ninety fifteen thousand dollars ($90,00015,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester.

Tuition Reimbursement. 1. Eligibility 75.1 The Board will allocate ten thousand dollars ($10,000.00) annually ($5,000.00 – July to December, and $5,000.00 – January to June) to enable certified/licensed staff members to take graduate or undergraduate courses for tuition reimbursement is credit from an approved college or university subject to the following criteriaconditions: A. The employee shall have taught in Genoa Area Schools for a minimum of two (a2) The employee’s written career plan years. B. Courses to be considered for courses (or degree requirements) not approval: 1. must be related to the employeebargaining unit’s present position area of certification/licensure. 2. would lead to another area of certification/licensure. 3. would lead to an advanced degree in the profession of education, and/or 4. are necessary for the renewal or upgrade of a teaching certificate/license. C. All credits must be approved in advance by the LPDC. D. In order to be eligible for reimbursement, teachers taking college work must submit a request form to the Local Professional Development Committee prior to the first class meeting. The sole purpose of this approval process shall be to determine that the course fits into one of the above stated categories. E. For reimbursement an employee must have earned at least a “B” or “Pass” in a pass/fail course. F. In order to be considered for tuition reimbursement, employees must submit the official grade report and proof of payment to show successful completion of the course by January 30th and/or the students’ first day back to the following school year, whichever is closest to the date on which the course is completed. Reimbursement payment will be issued within fifteen (15) days of the date on which the LPDC meets to confirm allocation of the available money. All documentation should be submitted directly to the LPDC chairperson. Reimbursement for summer courses will only be made to those who return to work in the Genoa Area Schools the following school year. Exception to this will be made for those on a Board approved leave of absence and for those whose contracts were suspended due to a staff reduction. G. Courses taken by correspondence shall be approved by the appointing authority and the Commissioner of Human Resources or designee(s)Professional Development Committee. (b) The course is post-secondary and/or graduate level taken at a H. Only courses completed from properly accredited educational institutioncolleges and universities are acceptable for reimbursement. (c) As determined by I. The allocation set forth in this article shall be equally divided between the State, District’s first and second semesters. The unused allocation from the course must: (1) Increase first semester shall be carried over for use in the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteriasecond semester. (3) Have begun after J. The allocation will be equally divided among the effective date applicants in each semester up to the full cost of this Agreementthe course. The LPDC will make the announcement as to how the money is distributed. (d) Non-credited courses, classes or seminars which K. Retired/rehired employees are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis eligible for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester. 6. The maximum reimbursement under this Article shall not exceed eighty percent (80%) of the actual out-of-pocket cost for tuition; provided, however, that reimbursement shall not exceed three hundred fifty dollars ($350) per credit. Employees may not be reimbursed for costs reimbursed from other sources. 7. When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds ninety (90%) of the total. 8. Tuition reimbursement shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed two (2) courses (for no more than eight (8) credits) within a six (6) month period (July- December, January-June). Subject to availability of funds, reimbursement for more than twelve (12) credits in a fiscal year may be made at the discretion of the State. 9. The employee must complete the course with a passing grade, and must submit to the Department of Human Resources a copy of the final grade received. 10. Approved courses shall normally be taken during off-duty hours. Other arrangements are subject to the approval of the appointing authority and the Commissioner of Human Resources. 11. The State shall not be required to reimburse any employee if the total expenditures from this program reaches one hundred eighty thousand dollars ($180,000), plus an additional amount for administrative expenses for each fiscal year for the Non-Management Unit. The State will continue to charge to this program the actual administrative and staff costs to run the program, not to exceed fifteen percent (15%) above the amounts listed above per fiscal year, to be prorated between the Non- Management and Supervisory tuition programs. Monies not spent or which are reverted in the first fiscal year of this contract shall be available for tuition reimbursement in the second fiscal year. Monies not spent or which are reverted for courses beginning July 1 - December 31 shall be available for tuition reimbursement for courses beginning January 1 - June 30 in each fiscal year. 12. Nothing in this Agreement shall prevent Departments from paying for courses related to job duties and departmental career development under State Personnel Policy 15.0 or 15. 1. Requests for reimbursement processed under this section shall have met with departmental approvals required under such State policy(ies). 13. Nothing shall prevent the Department of Human Resources from entering into agreements with colleges for voucher arrangements where the amount approved in advance of the course can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the state for any expenses not otherwise reimbursable under this article. 14. Reimbursement from this Fund shall not be used for courses where attendance is required by the department or agency. 15. In unusual circumstances where the State is not able to enter into agreements with the institution for direct payments, the State may grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) must be submitted to the Department of Human Resources. 16. Employees approved for tuition reimbursement prior to being officially notified of their reduction in force, shall be eligible only for that tuition already approved. 17. In circumstances where the State is not able to enter into agreements with the institution for direct reimbursements, the State may grant an advance payment to the institution subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) may be required by the Department of Human Resources.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s)DG. (b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the StateDG, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-career- related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human ResourcesDG, whether or not they are provided at a properly accredited educational institution. 2. Representatives The application shall be submitted to the DG before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by email to the ODG Human Resources Administrator or U.S. mail and be received by the ODG between November 15th and December 7th. For courses beginning between July 1st and December 31st, applications must be submitted by email to the ODG Human Resources Administrator or U.S. mail and be received by the ODG between May 15th and June 7th. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the VSEA and first priority course applications, the Department available funds will be split equally among all applicants. If all first priority courses are funded, the available funds will be split equally among all applicants. Beginning July 1 of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of each fiscal year covered by this programagreement, $5,000 will be made available for courses in that fiscal year. Applications will only be accepted for the current semester. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources DG, if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State.ODG. CRITERIA FOR REIMBURSEMENT 4. Written requests The maximum reimbursement under this Article shall not exceed 80% of the actual out-of- pocket cost for reimbursement will be first submitted tuition, up to $350 per credit, to the employee’s own department which . Employees may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievancereimbursed for costs reimbursed from other sources. 5. When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds 90% of the total. 6. Tuition reimbursement shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed 2 courses (for no more than 8 credits) within a six month period (July- December, January-June). Subject to availability of funds, reimbursement for more than 12 credits in a fiscal year may be made at the discretion of the DG. 7. The employee must complete the course with a passing grade, and must submit to the DG a copy of the final grade received. 8. Approved courses shall normally be taken during off-duty hours. Other arrangements are subject to the approval of the DG. The ODG shall not be required to reimburse any employee if the total expenditures from this program reach $5,000 per fiscal year. Monies not spent in one fiscal year of this contract shall be available for tuition reimbursement the subsequent fiscal year covered by this contract. 9. Nothing in this Agreement shall prevent the ODG from paying for courses related to job duties and departmental career development. 10. Reimbursement from this Fund shall not be used for courses where attendance is required by the ODG. 11. In unusual circumstances where the ODG is not able to enter into agreements with the institution for direct payments, the ODG may then request reimbursement grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the Tuition Reimbursement Fund, for any remainderprogram if the employee fails to complete or pass the course. The application shall Written proof of reimbursable payments (a xxxx) must be submitted to the Department ODG. 12. Employees approved for tuition reimbursement prior to being officially notified of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEAtheir reduction in force, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds eligible only for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semesteralready approved.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is postPost-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21stNovember21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 20082005, ninety fifteen thousand dollars ($90,00015,000) will be made available for courses beginning between July 1 and December 31, and ninety fifteen thousand dollars ($90,00015,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester. CRITERIA FOR REIMBURSEMENT 6. The maximum reimbursement under this Article shall not exceed eighty percent (80%) of the actual out-of-pocket cost for tuition, up to three hundred fifty dollars ($350) per credit, to the employee. Employees may not be reimbursed for costs reimbursed from other sources. 7. When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds ninety percent (90%) of the total. 8. Tuition reimbursement shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed two (2) courses (for no more than eight (8) credits) within a six (6) month period (July- December, January-June). Subject to availability of funds, reimbursement for more than twelve (12) credits in a fiscal year may be made at the discretion of the State. 9. The employee must complete the course with a passing grade, and must submit to the Department of Human Resources a copy of the final grade received. 10. Approved courses shall normally be taken during off-duty hours. Other arrangements are subject to the approval of the appointing authority and the Commissioner of Human Resources. 11. The State shall not be required to reimburse any employee if the total expenditures from this program reaches thirty thousand dollars ($30,000) plus an additional amount for administrative expenses for fiscal year 2008, for the Supervisory Unit. The State will continue to charge to this program the actual administrative and staff costs to run the program, not to exceed fifteen percent (15%) above the amounts listed above per fiscal year, to be prorated between the Non-Management and Supervisory tuition programs. Monies not spent or which are reverted in FY 2007 shall be available for tuition reimbursement in FY 2008. Monies not spent or which are reverted for courses beginning July 1 - December 31 shall be available for tuition reimbursement for courses beginning January 1 - June 30 in fiscal years 2008. 12. Nothing in this Agreement shall prevent Departments from paying for courses related to job duties and departmental career development under State Personnel Policy 15.0 or 15. 1. Requests for reimbursement processed under this section shall have met with departmental approvals required under such State policy(ies). 13. Nothing shall prevent the Department of Human Resources from entering into agreements with colleges for voucher arrangements where the amount approved in advance of the course can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the State for any expenses not otherwise reimbursable under this article. 14. Reimbursement from this Fund shall not be used for courses where attendance is required by the department or agency. 15. In unusual circumstances where the State is not able to enter into agreements with the institution for direct payments, the State may grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) must be submitted to the Department of Human Resources. 16. State Police Lieutenants shall be eligible to participate only in the Supervisory Unit Tuition Reimbursement Program. 17. Employees approved for tuition reimbursement prior to being officially notified of their reduction in force, shall be eligible only for that tuition already approved. 18. In order to be eligible for tuition reimbursement benefits under this Article, employees must have successfully completed their original probationary periods prior to the deadline for filing tuition reimbursement applications.

Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s). (b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution. 2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program. 3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester. 6. The maximum reimbursement under this Article shall not exceed eighty percent (80%) of the actual out-of-pocket cost for tuition, up to three hundred fifty dollars ($350) per credit, to the employee. Employees may not be reimbursed for costs reimbursed from other sources. 7. When combined with other government sources, reimbursement, from this fund shall not be in an amount which exceeds ninety (90%) of the total. 8. Tuition reimbursement shall not exceed twelve (12) college credits or equivalent per year, and shall not exceed two (2) courses (for no more than eight (8) credits) within a six (6) month period (July- December, January-June). Subject to availability of funds, reimbursement for more than twelve (12) credits in a fiscal year may be made at the discretion of the State. 9. The employee must complete the course with a passing grade, and must submit to the Department of Human Resources a copy of the final grade received. 10. Approved courses shall normally be taken during off-duty hours. Other arrangements are subject to the approval of the appointing authority and the Commissioner of Human Resources. 11. The State shall not be required to reimburse any employee if the total expenditures from this program reaches one hundred eighty thousand dollars ($180,000), plus an additional amount for administrative expenses for each fiscal year for the Non-Management Unit. The State will continue to charge to this program the actual administrative and staff costs to run the program, not to exceed fifteen percent (15%) above the amounts listed above per fiscal year, to be prorated between the Non- Management and Supervisory tuition programs. Monies not spent or which are reverted in the first fiscal year of this contract shall be available for tuition reimbursement in the second fiscal year. Monies not spent or which are reverted for courses beginning July 1 - December 31 shall be available for tuition reimbursement for courses beginning January 1 - June 30 in each fiscal year. 12. Nothing in this Agreement shall prevent Departments from paying for courses related to job duties and departmental career development under State Personnel Policy 15.0 or 15. 1. Requests for reimbursement processed under this section shall have met with departmental approvals required under such State policy(ies). 13. Nothing shall prevent the Department of Human Resources from entering into agreements with colleges for voucher arrangements where the amount approved in advance of the course can be paid directly to the college on completion of the course with a passing grade. No such agreement shall obligate the state for any expenses not otherwise reimbursable under this article. 14. Reimbursement from this Fund shall not be used for courses where attendance is required by the department or agency. 15. In unusual circumstances where the State is not able to enter into agreements with the institution for direct payments, the State may grant an advance to the employee subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) must be submitted to the Department of Human Resources. 16. Employees approved for tuition reimbursement prior to being officially notified of their reduction in force, shall be eligible only for that tuition already approved. 17. In circumstances where the State is not able to enter into agreements with the institution for direct reimbursements, the State may grant an advance payment to the institution subject to administrative guidelines to be developed jointly with the VSEA, which may also include repayment or exclusion from the program if the employee fails to complete or pass the course. Written proof of reimbursable payments (a xxxx) may be required by the Department of Human Resources.

Tuition Reimbursement. 1. Eligibility The CRA/LA shall provide reimbursement for tuition reimbursement is subject for those regular employees who enroll in courses or specialized training determined to be of direct value to the following criteria: (a) The employee’s written career plan for courses (or degree requirements) not related CRA/LA; relevant to the employee’s present position 's duties; and/or which will provide special skills and knowledge helpful in improving/enhancing their performance in currently held positions and/or in developing their potential for higher or different responsibilities in other aspects of the CRA/LA. 1.1 Employees who have satisfactorily completed their initial probationary period and are considered regular employees shall be eligible for tuition reimbursement. 1.2 The CRA/LA shall reimburse the employee for tuition, books, registration fees and lab fees. Total reimbursement per calendar year for an employee shall not exceed $3000. The reimbursement of $3000 shall be changed to $3,300 on July 1, 2008 and on July 1, 2011 to $3,500. 1.3 Final CRA/LA approval of a tuition reimbursement application will be based on availability of funds. If requests exceed funds available, application will be evaluated in terms of the CRA/LA's needs and priorities. 1.4 Courses must be approved taken for credit and on the employee's own time, as outlined in the Administrative Guidelines. 1.5 The courses or programs shall relate to the duties of the employee's position; to duties of positions in other classes in the person's logical line of promotion; or to duties of positions in classifications in a related CRA/LA field to which the employee aspires and for which he/she might reasonably be considered; or to a baccalaureate or advanced degree which is so related and determined eligible by the appointing authority CRA/LA. 1.6 Employees shall be reimbursed for course and degree programs from accredited schools. 1.7 The Tuition Reimbursement program will be administered by the Commissioner Human Resources Department. The Director of Human Resources or designee(s)his /her designee shall be responsible for reviewing and approving all requests for reimbursement. 1.8 To be eligible for reimbursement, employees must receive a grade of “B-“ (bB minus) The or better, OR, receive a passing grade where the course is post-secondary and/or graduate level taken at a properly accredited educational institutiondesignated as pass or fail. (c) As determined by the State, the course must: (1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or, (2) Fulfill the requirements of a degree program, which will also meet the above criteria. (3) Have begun after the effective date of this Agreement. (d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution1.9 Employees must submit receipts for all reimbursement requested. 2. Representatives All other provisions of the VSEA and tuition reimbursement program as described in the Department of Human Resources CRA/LA's Administrative Instructions shall meet periodically to review and discuss administrative guidelines concerning implementation of this programapply. 3. An employee may appeal the denial Denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to requests may be shared equally by the VSEA or employee and the State. 4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance. 5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall have the discretion to allow applications addressed through the internet. Applications will indicate which course is the employee’s first priority and which course is the second priority. If there are insufficient funds to cover all of the first priority course applications, all timely submitted applications will be combined in a receptacle and one representative each from the State and VSEA will draw out applications until all of the available funds for that semester are committed for first course tuition reimbursement. If all first priority courses are funded, the above drawing process will be used to determine which second priority courses will receive tuition assistance. Beginning July 1, 2008, ninety thousand dollars ($90,000) will be made available for courses beginning between July 1 and December 31, and ninety thousand dollars ($90,000) will be available for courses beginning between January 1 and June 30. Applications will only be accepted for the current semester.Article 49 -