Common use of Tuition Reimbursement Clause in Contracts

Tuition Reimbursement. The County may reimburse workers for tuition and related fees paid for courses of study taken in off-duty status if the subject matter is closely related to the worker's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Director with the County Manager's concurrence. There must be a reasonable expectation that the worker's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above criteria. The worker must both begin and successfully complete the course while employed by the County. The worker must apply on the prescribed form to their department head giving all information needed for an evaluation of the request. The department head shall recommend approval or disapproval and forward the request to the Human Resources Director whose decision shall be final. In order to be reimbursed the worker's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable a substitute course may be approved after enrollment. Upon completion of the course the worker must submit to Human Resources a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. Human Resources shall, if it approves the request, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the County will reimburse up to $25.00 per course for books under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County Employees may reimburse workers be reimbursed for tuition and related fees paid for taking courses of study taken in off-an off- duty status if the subject matter content is closely related to the worker's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources HRD Director with the County Manager's concurrence. There must be a reasonable expectation that the workeremployee's work performance or value to the County will be enhanced as a result of the course of studycourse. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above above-described criteria. The worker employee must both begin and successfully complete the course while employed by the County. The worker Employees must apply on the prescribed form with all information needed to evaluate the request to their department head giving all information needed for an evaluation of the request. The department head who shall recommend approval or disapproval and forward the request to the Human Resources HRD Director whose decision shall be final. In order to To be reimbursed the worker's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable unavailable, a substitute course may be approved after enrollment. Upon completion of the course the worker employee must submit to Human Resources a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. Human Resources completion to the HR Department who shall, if it approves the requestemployee satisfactorily completes the course, forward it to the Controller for payment. Reimbursement may will include the costs of tuition and related fees. Effective July 1, 2007, the County will reimburse up to $25.00 per course for books under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County Employees may reimburse workers be reimbursed for tuition and related fees paid for taking courses of study taken in off-an off- duty status if the subject matter content is closely related to the worker's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Department Director with the County Manager's concurrence. There must be a reasonable expectation that the workeremployee's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above described criteria. The worker employee must both begin and successfully complete the course while employed by the County. The worker Employees must apply on the prescribed form to their department head giving with all information needed for an evaluation of to evaluate the request. The department head shall will recommend approval or approval/disapproval and forward the request to the Human Resources Department Director whose decision shall be final. In order to To be reimbursed the worker's application must have been approved before enrolling in the course. If ; if a course is approved and later found to be unavailable a substitute course may be approved after enrollment. Upon completion of the course the worker employee must submit to Human Resources a request for reimbursement accompanied by and a copy of the school grade report or a certificate of completion. completion to the Human Resources Department who shall, if it approves the requestrequest is approved, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the The County will reimburse up to $25.00 50.00 per course for books under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County may reimburse workers a unit member for tuition and related fees paid for taking courses of study taken in an off-duty status if the subject matter content of the course is closely related to the workerunit member's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Department Director with concurrence of the County Manager's concurrence. There must be a reasonable expectation that the workerunit member's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above above-described criteria. The worker unit member must both begin and successfully complete the course while employed by the County. The worker unit member must apply submit an application on the prescribed form to their his/her department head giving all information needed for an evaluation of the request. The department head shall recommend approval or disapproval and forward the request to the Human Resources Department Director whose decision shall be final. In order to be reimbursed reimbursed, the workerunit member's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable unavailable, a substitute course may be approved after enrollment. Upon completion of the course course, the worker unit member must submit to the Human Resources Department a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. The Human Resources Department shall, if it approves the requestunit member satisfactorily completes the course, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the County will reimburse up to $25.00 per course for books under conditions specified in the Tuition Reimbursement programProgram. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County may reimburse workers a nurse for tuition and related fees paid for taking courses of study taken in off-an off- duty status if the subject matter content of the course is closely related to the workernurse's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources HRD Director with concurrence of the County Manager's concurrence. There must be a reasonable expectation that the workernurse's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above above-described criteria. The worker nurse must both begin and successfully complete the course while employed by the County. The worker nurse must apply submit an application on the prescribed form to their his/her department head giving all information needed for an evaluation of the request. The department head shall recommend approval or disapproval and forward the request to the Human Resources HRD Director whose decision shall be final. In order to be reimbursed the workernurse's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable unavailable, a substitute course may be approved after enrollment. Upon completion of the course the worker nurse must submit to Human Resources the HRD Department a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. Human Resources The HRD Department shall, if it approves the request, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the The County will reimburse up to $25.00 50.00 per course for books and other required course materials (excluding laptops and other electronic devices) under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County Employees may reimburse workers be reimbursed for tuition and related fees paid for taking courses of study taken in an off-duty status if the subject matter content is closely related to the worker's present or probable future work assignments, and limited to programs of instruction that correspond to courses offered by independent bona fide institutions of learning. Limits to the amount of reimbursable expense may be set by the Human Resources Director with the County Manager's concurrence. There must be a reasonable expectation that the workeremployee's work performance or value to the County will be enhanced as a result of the course of studycourse. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above above- described criteria. The worker employee must both begin and successfully complete the course while employed by the County. The worker Employees must apply on the prescribed form with all information needed to evaluate the request to their department head giving all information needed for an evaluation of the request. The department head who shall recommend approval or disapproval and forward the request to the Human Resources Director whose decision shall be final. In order to To be reimbursed the worker's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable unavailable, a substitute course may be approved after enrollment. Upon completion of the course the worker employee must submit to Human Resources a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. completion to the Human Resources Department who shall, if it approves the requestemployee satisfactorily completes the course, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the The County will reimburse up to fifty dollars ($25.00 50.00) per course for books and other related course materials (excluding laptops and other electronic devices) under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County Employees may reimburse workers be reimbursed for tuition and related fees paid for taking courses of study taken in an off-duty status if the subject matter content is closely related to the worker's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Department Director with the County Manager's concurrence. There must be a reasonable expectation that the workeremployee's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above described criteria. The worker employee must both begin and successfully complete the course while employed by the County. The worker Employees must apply on the prescribed form to their department head giving with all information needed for an evaluation of to evaluate the request. The department head shall will recommend approval or approval/disapproval and forward the request to the Human Resources Department Director whose decision shall be final. In order to To be reimbursed the worker's application must have been approved before enrolling in the course. If ; if a course is approved and later found to be unavailable a substitute course may be approved after enrollment. Upon completion of the course the worker employee must submit to Human Resources a request for reimbursement accompanied by and a copy of the school grade report or a certificate of completion. completion to the Human Resources Department who shall, if it approves the requestrequest is approved, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the County will reimburse up to $25.00 per course for books under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County Employees may reimburse workers be reimbursed for tuition and related fees paid for taking courses of study taken in off-an off- duty status if the subject matter content is closely related to the worker's present or probable future work assignments, and limited to programs of instruction that correspond to courses offered by independent bona fide institutions of learning. Limits to the amount of reimbursable expense may be set by the Human Resources HR Director with the County Manager's concurrence. There must be a reasonable expectation that the workeremployee's work performance or value to the County will be enhanced as a result of the course of studycourse. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above above-described criteria. The worker employee must both begin and successfully complete the course while employed by the County. The worker Employees must apply on the prescribed form with all information needed to evaluate the request to their department head giving all information needed for an evaluation of the request. The department head who shall recommend approval or disapproval and forward the request to the Human Resources HR Director whose decision shall be final. In order to To be reimbursed the worker's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable unavailable, a substitute course may be approved after enrollment. Upon completion of the course the worker employee must submit to Human Resources a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. Human Resources completion to the HR Department who shall, if it approves the requestemployee satisfactorily completes the course, forward it to the Controller for payment. Reimbursement may will include the costs of tuition and related fees. Effective July 1, 2007, the The County will reimburse up to fifty dollars ($25.00 50.00) per course for books and other required course materials (excluding laptops and other electronic devices) under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County Employees may reimburse workers be reimbursed for tuition and related fees paid for taking courses of study taken in an off-duty status if the subject matter content is closely related to the worker's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Department Director with the County Manager's concurrence. There must be a reasonable expectation that the workeremployee's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above described criteria. The worker employee must both begin and successfully complete the course while employed by the County. The worker Employees must apply on the prescribed form to their department head giving with all information needed for an evaluation of to evaluate the request. The department head shall will recommend approval or approval/disapproval and forward the request to the Human Resources Department Director whose decision shall be final. In order to To be reimbursed the worker's application must have been approved before enrolling in the course. If ; if a course is approved and later found to be unavailable a substitute course may be approved after enrollment. Upon completion of the course the worker employee must submit to Human Resources a request for reimbursement accompanied by and a copy of the school grade report or a certificate of completion. completion to the Human Resources Department who shall, if it approves the requestrequest is approved, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the The County will reimburse up to $25.00 50.00 per course for books under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County may reimburse workers an employee for tuition and related fees paid for taking courses of study taken in off-an off- duty status if the subject matter is content of the courses are closely related to the workeremployee's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Director with concurrence of the County Manager's concurrence. There must be a reasonable expectation that the workeremployee's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree degree, or for courses taken as part of a program of study for a trades certificate at a bona fide institution of learning as required by the Fair Labor Standards Act, will be evaluated individually for job relatedness under the above above-described criteria. The worker employee must both begin and successfully complete the course while employed by the County. The worker employee must apply submit an application on the prescribed form to their his/her department head giving all information needed for an evaluation of the request. The department head shall recommend approval or disapproval and forward the request to the Human Resources Director whose decision shall be final. In order to be reimbursed the workeremployee's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable unavailable, a substitute course may be approved after enrollment. Upon completion of the course the worker employee must submit to the Human Resources Department a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. Human Resources shall, if it approves the request, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the The County will reimburse up to $25.00 50.00 per course for books and other required course materials (excluding laptops and other electronic devices), under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County Employees may reimburse workers be reimbursed for tuition and related fees paid for taking courses of study taken in an off-duty status if the subject matter content is closely related to the worker's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Department Director with the County Manager's concurrence. There must be a reasonable expectation that the workeremployee's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above described criteria. The worker employee must both begin and successfully complete the course while employed by the County. The worker Employees must apply on the prescribed form to their department head giving with all information needed for an evaluation of to evaluate the request. The department head shall will recommend approval or approval/disapproval and forward the request to the Human Resources Department Director whose decision shall be final. In order to To be reimbursed the worker's application must have been approved before enrolling in the course. If ; if a course is approved and later found to be unavailable a substitute course may be approved after enrollment. Upon completion of the course the worker employee must submit to Human Resources a request for reimbursement accompanied by and a copy of the school grade report or a certificate of completion. completion to the Human Resources Department who shall, if it approves the requestrequest is approved, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the The County will reimburse up to $25.00 per course for books under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County may reimburse workers an employee for tuition and related fees paid for taking courses of study taken in off-duty an off‐duty status if the subject matter is content of the courses are closely related to the workeremployee's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Director with concurrence of the County Manager's concurrence. There must be a reasonable expectation that the workeremployee's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above above‐described criteria. The worker employee must both begin and successfully complete the course while employed by the County. The worker employee must apply submit an application on the prescribed form to their his/her department head giving all information needed for an evaluation of the request. The department head shall recommend approval or disapproval and forward the request to the Human Resources Director whose decision shall be final. In order to be reimbursed the workeremployee's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable unavailable, a substitute course may be approved after enrollment. Upon completion of the course the worker employee must submit to the Human Resources Department a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. Human Resources shall, if it approves the request, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the County will reimburse up to $25.00 per course for books under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.

Tuition Reimbursement. The County may reimburse workers an employee for tuition and related fees paid for taking courses of study taken in an off-duty status if the subject matter content of the course is closely related to the workeremployee's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Director with concurrence of the County Manager's concurrence. There must be a reasonable expectation that the workeremployee's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above above-described criteria. The worker employee must both begin and successfully complete the course while employed by the County. The worker employee must apply submit an application on the prescribed form to their department head giving with all information needed for an evaluation of the request. The department head shall recommend approval or disapproval and forward the request to the Human Resources Director whose decision shall be final. In order to be reimbursed the workeremployee's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable unavailable, a substitute course may be approved after enrollment. Upon completion of the course course, the worker employee must submit to Human Resources a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. The Human Resources Department shall, if it approves the requestemployee satisfactorily completes the course, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, but may not include costs of books or materials which become the County will reimburse up to $25.00 per course for books under conditions specified in property of the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level coursesemployee.

Tuition Reimbursement. The County may reimburse workers an employee for tuition and related fees paid for taking courses of study taken in an off-duty status if the subject matter is content of the courses are closely related to the workeremployee's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Director with concurrence of the County Manager's concurrence. There must be a reasonable expectation that the workeremployee's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above above-described criteria. The worker employee must both begin and successfully complete the course while employed by the County. The worker employee must apply submit an application on the prescribed form to their his/her department head giving all information needed for an evaluation of the request. The department head shall recommend approval or disapproval and forward the request to the Human Resources Director whose decision shall be final. In order to be reimbursed the workeremployee's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable unavailable, a substitute course may be approved after enrollment. Upon completion of the course the worker employee must submit to the Human Resources Department a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. Human Resources shall, if it approves the request, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the County will reimburse up to $25.00 per course for books under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.