Common use of Tuition Reimbursement Program Clause in Contracts

Tuition Reimbursement Program. The purpose of the program is to create an opportunity for classified employees to climb within the organization. Those eligible employees who participate in the program can select one of two avenues: Earn a Bachelor’s degree that can lead to candidacy to a teaching credential program that can lead to a teaching position within the district or taking coursework/specialized trade training that leads to the ability to compete for a job of higher classification within the classified ranks. A joint committee made up of the two shop stewards, the Director of Classified Employees and the Assistant Superintendent for Human Resources (Two Teamsters Representatives and two District Representatives) will approve/reject all applications to the program. This is a first come, first serve program as there is a yearly maximum dollar amount to be used for the sustenance of the program. The committee will determine eligibility utilizing proof of acceptance to a University/College or Trade Program, the current performance evaluation (no unsatisfactory ratings) of the employee and the appropriateness of the course work towards growing within the organization. The tuition reimbursement program will operate on a fiscal year basis (July 1 through June 30). Permanent classified employees, who work 3 hours or more daily, shall be eligible to participate in the program. Each fiscal year, the district will place $20,000 on a line item to support this program. This program will automatically sunset should there be a fiscal crises in which cuts to the budget are necessary except those employees who have been pre-approved by the committee will be allowed to complete the courses they are enrolled in and receive reimbursement. The reimbursement rate used to reimburse eligible participants will not exceed the current Per Unit Cost/Registration Fee of California State Universities. Community College fees will be approved as long as they do not exceed Cal State University per unit cost and course work is approved by the committee. Monies will be used to reimburse eligible participants for tuition costs only. Monies will not be used to reimburse for application fees, parking fees, textbook fees, fees for materials related to coursework or fees related to retaking a course. The Tuition Reimburse Program is voluntary and time spent on courses will not be considered as time worked for the District. Interested participants must complete the application and hand deliver to Human Resources. The application will be receipted (date and time) and a receipt will be issued to the employee as proof of completed application. When an employee is selected to participate in the program, in order to remain eligible for reimbursement, the following criteria must be continuously met: A course grade of “C” or equivalent, or higher must be attained in all course work. The participant must be currently employed by the District (three hour employee minimum) and the most recent evaluation must include satisfactory ratings in all areas. All course work must be taken at an accredited educational institution (University Program) or at a government recognized institution (Trade Program). Failure to meet the aforementioned conditions will result in the immediate removal of the employee’s participation in the program as well as future participation. Reimbursement will be provided to an employee in a timely manner once the employee has shown proof of completion of the coursework by providing an official form indicating a course grade of “C” or above and a copy of receipt of payment. Any employee who receives reimbursement must remain in the employ of the District for two (2) years after completion of any course for which reimbursement was made. If the employee is terminated or voluntarily terminates employment prior to the two year mark, he/she must repay the District for all reimbursed costs. Each employee selected to participate in the program will sign a contract acknowledging the conditions of the program. In the case where an employee temporarily leaves district employment for internship purposes (i.e., student teaching) and returns to the District after 1 year, the repayment of educational reimbursement shall be waived. This item will remain a non-grievable item.

Tuition Reimbursement Program. The purpose Employer will provide tuition reimbursement to employees in the amount of $90,000 over the 3 years of the program is contract i.e. availability of $30,000 each contract year. Each year employees with one or more years of seniority will be reimbursed up to create an opportunity for classified employees to climb within the organization. Those eligible employees who participate in the program can select one of two avenues: Earn a Bachelor’s degree that can lead to candidacy to a teaching credential program that can lead to a teaching position within the district or taking coursework/specialized trade training that leads to the ability to compete for a job of higher classification within the classified ranks. A joint committee made up but not exceeding 75% of the two shop stewards, the Director current cost of Classified Employees and the Assistant Superintendent for Human Resources (Two Teamsters Representatives and two District Representatives) 3 graduate credits in CUNY: employees working 6 or less hours per week will approve/reject all applications to the program. This is a first come, first serve program as there is a yearly maximum dollar amount to be used for the sustenance of the program. The committee will determine eligibility utilizing proof of acceptance to a University/College or Trade Program, the current performance evaluation (no unsatisfactory ratings) of the employee and the appropriateness of the course work towards growing within the organization. The tuition reimbursement program will operate on a fiscal year basis (July 1 through June 30). Permanent classified employees, who work 3 hours or more daily, shall be eligible to participate apply for reimbursement for 1 course; employees working 7-12 hours per week will be eligible to apply for reimbursement up to 2 courses, and employees working 13 or more hours per week are eligible to apply for reimbursement for up to 4 courses. Hours per week shall mean the hours worked in the programprevious semester, exclusive of paid administrative and staff development time i.e. the spring semester for fall credits and the fall semester for spring credits. Each fiscal year, the district will place $20,000 on a line item to support this program. This program will automatically sunset should there All requests for tuition reimbursement must be a fiscal crises in which cuts made to the budget are necessary except those employees who have been pre-approved office of the CWE Education Director, in writing, prior to registration for the course. Requests for reimbursement for courses to be taken in the summer semester of each contract year should be submitted by June 15th of the committee prior contract year. Requests for reimbursement for courses to be taken in the fall semester of each contract year should be submitted by August 20th of that contract year. Requests for reimbursement for courses taken in the spring semester of each contract year should be submitted by December 20th of that contract year. Should reimbursement requests exceed the available monies, requests will be allowed granted according to complete seniority. Requests made after the courses they are enrolled in and receive reimbursementforegoing dates will be granted, if funds permit. The reimbursement rate used to reimburse eligible participants will not exceed the current Per Unit Cost/Registration Fee of California State Universities. Community College fees Additional classes beyond those allotted based on hours worked will be approved as long as they do not exceed Cal State University per unit cost and course work is approved by reimbursed retroactively upon submitted proof. At the committee. Monies end of the contract year, extra funds will be used distributed evenly to reimburse eligible participants for tuition costs onlythose who took classes throughout that year up to 100% of course costs. Monies will not be used to reimburse for application fees, parking fees, textbook fees, fees for materials related to coursework or fees related to retaking a course. The Tuition Reimburse Program is voluntary and time spent on courses will not be considered as time worked for the District. Interested participants must complete the application and hand deliver to Human Resources. The application will be receipted (date and time) and a receipt will be issued to the employee as proof of completed application. When an employee is selected to participate in the program, in order to remain eligible for reimbursement, the following criteria must be continuously met: A course grade of “C” or equivalent, or higher must be attained in all course work. The participant must be currently employed by the District (three hour employee minimum) and the most recent evaluation must include satisfactory ratings in all areas. All course work Courses must be taken at an accredited educational institution in a matriculating course of study (University Programor otherwise job related – e.g. computer skills upgrading by a non- accredited provider.) or at a government recognized institution (Trade Program). Failure to meet Reimbursement for the aforementioned conditions will result in the immediate removal of the employee’s participation in the program as well as future participation. Reimbursement course(s) will be provided to an employee in a timely manner once the employee has shown paid upon submitted proof of completion and the costs of the coursework by providing an official form indicating a course grade of “C” dropped or above and a copy of receipt of payment. Any employee who receives reimbursement must remain in the employ of the District for two (2failed course(s) years after completion of any course for which reimbursement was made. If the employee is terminated or voluntarily terminates employment prior to the two year mark, he/she must repay the District for all reimbursed costs. Each employee selected to participate in the program will sign a contract acknowledging the conditions of the program. In the case where an employee temporarily leaves district employment for internship purposes (i.e., student teaching) and returns to the District after 1 year, the repayment of educational reimbursement shall not be waived. This item will remain a non-grievable itemreimbursed.

Tuition Reimbursement Program. The purpose In order to provide teachers with an opportunity to enhance their professional education, the Board shall implement the following Tuition Reimbursement Program, which shall be applicable only to tenured teachers. In order to be eligible, teachers must comply with each of the program is listed criteria: 1. All courses for which the teacher requests reimbursement must meet the criteria listed hereinabove under Section B -- Credit Recognition of this Article. 2. No courses taken prior to create an opportunity for classified employees to climb within the organization. Those eligible employees who participate employment in the program can select one of two avenues: Earn a Bachelor’s degree that can lead Little Falls School District will be reimbursed. 3. In order to candidacy to a teaching credential program that can lead to a teaching position within the district or taking coursework/specialized trade training that leads qualify for reimbursement under this Section, course description(s) and request for reimbursement under this Section must be submitted to the ability Superintendent for approval prior to compete for a job of higher classification within the classified ranks. A joint committee made up commencement of the two shop stewardscourse(s). This will serve as the deadline to submit this request form, effective July 1, 2001. Since tuition reimbursement is now subsidized in trimester installments, reimbursement will be based on when the Director of Classified Employees course is completed. The following dates will serve to define each trimester: Fall trimester will constitute courses completed between September 1st and December 31st. Spring trimester will constitute courses completed between January 1st and May 31st. Summer trimester will constitute courses completed between June 1st and August 31st. 4. The teacher meeting the Assistant Superintendent above criteria will be reimbursed for Human Resources (Two Teamsters Representatives and two District Representatives) will approve/reject all applications tuition after the teacher provides an official transcript to the program. This is Board showing that the teacher has successfully completed the course(s) with a first comegrade of "B" or better, first serve program as there is a yearly maximum dollar amount to be used and evidence (receipt or cancelled check) that the teacher has paid for the sustenance of the program. The committee will determine eligibility utilizing proof of acceptance to a University/College or Trade Program, the current performance evaluation (no unsatisfactory ratings) of the employee and the appropriateness of the course work towards growing within the organizationcourse(s). 5. The tuition reimbursement program project will operate on be subsidized in trimester installments, summer, fall, and spring, up to a fiscal total maximum dollar amount of $30,000 per year basis (effective July 1 through June 30)1, 2007. Permanent classified employeesThe initial amount for the summer trimester will be $10,000 the initial maximum for the fall semester will be $10,000, who work 3 hours or more daily, shall and the initial maximum amount for the spring semester will be eligible $10,000. 6. The Board agrees that the maximum per credit hourly rate will be that of ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ University of New Jersey to participate a maximum of three credits per trimester and maximum of nine credits per year. The Board agrees that tuition reimbursement will be calculated by dividing the total money available per trimester by the total approved credits earned up to a maximum per credit rate of ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ University. Further the Board agrees that should the initial maximum reimbursement in the program. Each fiscal yearsummer not be expended, the district remaining amount will place be transferred and available with the initial maximum tuition in the fall semester. Equally, any money remaining in the fall trimester is to be transferred and available in the spring trimester. Any money unexpended in the spring trimester reverts to the Board. 7. Secretarial "Tuition" The Board of Education shall reimburse secretarial staff upon successful completion of courses taken to enhance their position. Courses are subject to the Superintendent's approval to a $20,000 on a line item to support this program500 limit annually. This program will automatically sunset should there be a fiscal crises in which cuts dollar limit does not apply to the budget are necessary except those employees who have been pre-approved courses taken when directed by the committee will be allowed to complete the courses they are enrolled in and receive reimbursement. The reimbursement rate used to reimburse eligible participants will not exceed the current Per Unit Cost/Registration Fee of California State Universities. Community College fees will be approved as long as they do not exceed Cal State University per unit cost and course work is approved by the committee. Monies will be used to reimburse eligible participants for tuition costs only. Monies will not be used to reimburse for application fees, parking fees, textbook fees, fees for materials related to coursework or fees related to retaking a course. The Tuition Reimburse Program is voluntary and time spent on courses will not be considered as time worked for the District. Interested participants must complete the application and hand deliver to Human Resources. The application will be receipted (date and time) and a receipt will be issued to the employee as proof of completed application. When an employee is selected to participate in the program, in order to remain eligible for reimbursement, the following criteria must be continuously met: A course grade of “C” or equivalent, or higher must be attained in all course work. The participant must be currently employed by the District (three hour employee minimum) and the most recent evaluation must include satisfactory ratings in all areas. All course work must be taken at an accredited educational institution (University Program) or at a government recognized institution (Trade Program). Failure to meet the aforementioned conditions will result in the immediate removal of the employee’s participation in the program as well as future participation. Reimbursement will be provided to an employee in a timely manner once the employee has shown proof of completion of the coursework by providing an official form indicating a course grade of “C” or above and a copy of receipt of payment. Any employee who receives reimbursement must remain in the employ of the District for two (2) years after completion of any course for which reimbursement was made. If the employee is terminated or voluntarily terminates employment prior to the two year mark, he/she must repay the District for all reimbursed costs. Each employee selected to participate in the program will sign a contract acknowledging the conditions of the program. In the case where an employee temporarily leaves district employment for internship purposes (i.e., student teaching) and returns to the District after 1 year, the repayment of educational reimbursement shall be waived. This item will remain a non-grievable itemSuperintendent.

Tuition Reimbursement Program. The purpose of the program is to create an opportunity for classified employees to climb within the organization. Those eligible employees who participate in the program can select one of two avenues: Earn a Bachelor’s degree that can lead to candidacy to a teaching credential program that can lead to a teaching position within the district or taking coursework/specialized trade training that leads A. In addition to the ability to compete for a job University’s Employee Education Program, bargaining unit employees in good standing who are pursuing an advanced graduate degree from an accredited institution of higher classification within the classified ranks. A joint committee made up of the two shop stewards, the Director of Classified Employees and the Assistant Superintendent for Human Resources (Two Teamsters Representatives and two District Representatives) will approve/reject all applications to the program. This is a first come, first serve program as there is a yearly maximum dollar amount to be used for the sustenance of the program. The committee will determine eligibility utilizing proof of acceptance to a University/College or Trade Program, the current performance evaluation (no unsatisfactory ratings) of the employee and the appropriateness of the course work towards growing within the organization. The tuition reimbursement program will operate on a fiscal year basis (July 1 through June 30). Permanent classified employees, who work 3 hours or more daily, shall be learning are also eligible to participate in the programTuition Reimbursement Program. B. Eligible employees must apply for the Tuition Reimbursement Program and obtain preliminary approval from the Chief of Police or designee. Each fiscal yearAs part of the application, the district employee will place $20,000 on provide the Chief with a line item to support this program. This program will automatically sunset should there be a fiscal crises in which cuts to the budget are necessary except those employees who have been pre-approved by the committee will be allowed to complete the courses they are enrolled in and receive reimbursement. The reimbursement rate used to reimburse eligible participants will not exceed the current Per Unit Cost/Registration Fee degree audit of California State Universities. Community College fees will be approved as long as they do not exceed Cal State University per unit cost and course work is approved by the committee. Monies will be used to reimburse eligible participants for tuition costs only. Monies will not be used to reimburse for application fees, parking fees, textbook fees, fees for materials related to coursework or fees related to retaking a course. The Tuition Reimburse Program is voluntary and time spent on courses will not be considered as time worked for the District. Interested participants must complete the application and hand deliver to Human Resources. The application will be receipted (date and time) and a receipt will be issued to the employee as proof of completed application. When an employee is selected any credit hours earned before applying to participate in the programTuition Reimbursement Program. 1. Prior to enrolling in any classes, an academic plan as outlined by an academic advisor must be submitted to the Chief of Police, or designee, for approval. Once preliminarily approved, an updated plan/progress report must be submitted on an annual basis. If there is a change in order to remain eligible for reimbursementthe academic plan, the following criteria new plan must be continuously met: A course submitted and approved before enrolling in classes. 2. The Chief, or designee, will approve participation in the Tuition Reimbursement Program within ten (10) workdays of receipt of the application. Likewise, the Chief, or designee, will approve academic plans within ten (10) workdays of receipt, any non-reply will result in an automatic approval. 3. The Chief retains the discretion to suspend approval for any employees based on the departmental needs, employee performance and/or available funding. C. If any request is denied due to funding, then seniority will used to determine which employees are granted approval. D. Eligible employees will be reimbursed for the cost of graduate degree track courses taken at any accredited college or university, both classroom courses or online courses, that meet the following criteria: 1. Employee must receive graded credit hours (no Pass/Fail credit hours) 2. Employee must receive a passing grade of at least a “C” or equivalent, or higher must E. Eligible employees will be attained in all course work. The participant must be currently employed by the District reimbursed (three hour employee minimumsubject to 23.2.D above) and the most recent evaluation must include satisfactory ratings in all areas. All course work must be taken at an accredited educational institution (University Program) or at a government recognized institution (Trade Program). Failure to meet the aforementioned conditions will result in the immediate removal 100% of the employee’s participation in the program cost of tuition (including lab fees) for up to six (6) credit hours of instruction per semester each fall and spring semester, as well as future participation. Reimbursement will be provided to an employee three (3) credit hours per condensed summer semester totaling no more than six (6) credit hours over the summer semesters; but not for books, supplies, late fees, or other expenses in a timely manner once connection with the employee has shown proof of completion of the coursework by providing an official form indicating a course grade of “C” or above and a copy of receipt of payment. Any employee who receives reimbursement must remain in the employ of the District for two (2course(s) years after completion of any course for which reimbursement was made. If the employee is terminated or voluntarily terminates employment prior to the two year mark, he/she must repay the District for all reimbursed costs. Each employee selected to participate in the program will sign a contract acknowledging the conditions of the program. In the case where an employee temporarily leaves district employment for internship purposes (i.e., student teaching) and returns to the District after 1 year, the repayment of educational reimbursement shall be waived. This item will remain a non-grievable itemtaken.