The tuition reimbursement clause mandates that an employer will cover the costs of an employee’s educational courses, subject to specific conditions such as the employee earning a passing grade or the course being relevant to their job role. This clause aims to encourage professional development while also enhancing the employee's skills and contributions to the organization.
Other benefits include Tuition Reimbursement, and Health Care and Dependent Care Spending Account. In addition to the benefits available under the Tuition Reimbursement program, you will be eligible for additional tuition reimbursement beyond the caps of the existing program, as long as the course load is determined in coordination with management.
Education Assistance Benefits Under the layoff provisions of the Tuition Reimbursement Program, you can be reimbursed for up to $4,500 ($2,500 if part-time) of eligible expenses that you incur for approved courses related to education. You may use up to $2,000 ($1,000 if part-time) of your total education assistance benefit for approved vocational training courses. You may begin courses approved in advance at any time after your Layoff Date. You have one year from your Layoff Date to submit courses for approval and two years from your Layoff Date to complete any approved courses. Although these courses must be approved in advance by the Company Human Resources Department, your course work is not limited to those courses leading to a degree in your current field. Eligible expenses include tuition, registration, fees and books. You must complete and pass the course with a grade of “C” (or its equivalent) or better for undergraduate courses, or a grade of “B” or better for graduate courses to receive reimbursement. If a vocational course is not graded, you must complete the course and obtain a certificate of completion to receive reimbursement. The Company’s tuition reimbursement benefits will be coordinated with all other sources of financial assistance for education so that no duplicate payments are made. If you are receiving financial assistance from another company program or from a source outside the Company, the other program will pay first and the Tuition Reimbursement Program will pay the difference, up to the limits detailed above.
Tuition Reimbursement Program: You will be eligible for Tuition Reimbursement based upon Blue Ridge Bank’s policies. Consideration will be made for exemptions on a case by case basis.
Will SemGroup continue to offer its tuition reimbursement program? Tuition reimbursements are made at the end of the semester to active employees who have met the requirements of the tuition reimbursement program. SemGroup’s program will end in conjunction with the closing of the merger. Energy Transfer does have a tuition reimbursement program that it offers to its employees. In addition, for SemGroup employees commencing work with ET after the closing who are already enrolled in a current class at the time of the merger, ET will honor the SemGroup plan for that semester.
Other benefits include Tuition Reimbursement, and Health Care and Dependent Care Spending Account. In addition to the benefits available under the Tuition Reimbursement program, you will be eligible for additional tuition reimbursement beyond the caps of the existing program, as long as the course load is determined in coordination with management.
(g) Tuition Reimbursement Policy. Executive shall be eligible for tuition reimbursement for pre-approved higher education expenses. The goal of any course work is to increase the Executive’s knowledge, skills and job effectiveness.
Tuition Reimbursement: Reimbursement for tuition for all pre-approved course work at accredited institutions as described in the Company’s Employee Resource Guide.
Tuition reimbursement is a policy or benefit provided by some employers where they agree to pay for all or part of an employee’s educational expenses. This may include tuition fees, books, and sometimes other related costs. The goal of tuition reimbursement is to encourage professional development and continuous learning among employees, helping them to advance their skills and knowledge in ways that benefit both the individual and the organization.
You should consider using tuition reimbursement when you:
When writing about tuition reimbursement, consider including the following key points:
ABC Company offers a tuition reimbursement program to full-time employees who have been with the company for more than one year. The program covers up to $5,000 per year for job-related courses at accredited institutions. Employees must maintain a minimum GPA of 3.0 to qualify for reimbursement. Interested employees should submit their application form and course details to the HR department for approval before enrolling in the course.
Tuition reimbursement clauses are typically found in the following types of contracts and agreements:
By using these guidelines, you can effectively incorporate tuition reimbursement details into relevant documents or explain the concept clearly to stakeholders.
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