How Much is Just too Much

HRGirl

We are currently revamping our Tution Reimburesement policy. It has been in place since around 1989 and no has ever changed it and I think it is a little out of date in regards to the cost of college these days.

We currently offer our employees no more than 3 classes a year and an annual reimbursement cap of $5,500. They must earn a C or higher. We pay the class upfront for them and if they fail the class (we've never had this happen) we will recoup the monies then.

In today's society, we have more and more non-traditional students and programs for them. How is everyone else handling these issues? Do you offer more or less? Do you pay for books as well?

System

Our tuition is a reimbursement plan. The employee pays 'up front' and then is reimbursed. The course must be pre-approved by the department director and Human Resources. Employees are permitted to take one course per semester. There is no 'cap' on the cost of the course. The employee must earn a 'C' or better to be eligible for reimbursement. All related course fees are paid. Books are not covered because the employee may keep the books once the class is finished.

Our plan needs some restructure also to include 'non traditional' classes such as 'testing out,' credits earned by portfolio, and online classes.

Thanks for reminding me. That's another project. #-o

marc

Ours is also a reimbursement policy, limited to one class per semester. We pay 50% of the tuition and books if the EE scored a C or better. The course must be related to the EEs job or approved development plan and must also be approved by HR and Exec Dir, and is subject to availability of money. We would not approve anything very costly, so somehting like your $5,500 would not fly here. Just too much money.

Dutch2

Our reimbursement program has also been around for a while. Reimbursement is given for eligible college courses which are sucessfully completed. Courses in an undergraduate program necessary for a business related degree or gradulate level courses which relate to your position are considered for reminbursement. The amount reimbursed is related to the employee's grade in the course. If the ee received an A, the course is remibursed at 100%; for a B grade, reimbursement is 75%; and for a C grade, reimbursement is 50%. No reimbursement is given for a grade of D or F. An employee may not be reimbursed for more than 18 hours per year and not more than six credit hours per semester.
Of course the courses must be approved by their Manger and the Dir. of HR prior to taking the course.

lhill

We can't afford $5500. We reimburse $1500 per year. It must be approved in advance, and the employee must pass the course.

Hunter1

Sounds like you're very generous. Ours provides a max of 3 courses per semester at the tuition rate per credit for the local public university. Must be preapproved by dept head and HR Director, and the employer gets reimbursed on a declining scale if the employee doesn't stay 3 years after being reimbursed. We pay for books also.

HRGirl

Yes Hunter my company is very generous, but we are located outside of Philadelphia and many of our employees go to colleges where a 3 credit class runs between $1,400 - $1,600 or more. We currently don't pay for books, lab fees or any extras. I was curious to see what others did.

Thanks for everyone's responses.