Sample Professional Development Reimbursement Policy

CATEGORY: Employee Benefits

SUBJECT: Professional Development

EFFECTIVE DATE: http://www.imis.com/switcheasy

APPROVED BY: http://www.imis.com/switcheasy

PURPOSE: To ensure that the ASSOCIATION employees have a continuing opportunity to improve their skills and capabilities and/or acquire new skills that would enhance their contribution to the organization.

POLICY:

1. The ASSOCIATION supports an employee’s desire for continuing education, their attendance at seminars, short courses and degree programs, when the completion of the educational process can be expected to help an employee in the performance of his/her job.

2. Employees desiring to attend employment related seminars and/or workshops shall submit a request with a purchase order to the executive director via their supervisor. If approved, the ASSOCIATION will pay in advance for the seminar/workshop. The employee is responsible for attending the event and must reimburse the ASSOCIATION if he/she does not attend.

3. Employees desiring to enroll in courses of study at local educational institutions and desiring tuition reimbursement should make a written request to their supervisor outlining the intended courses of study. The request should include the purpose, relevance to the job, cost, dates, times of classes and the name of the institution to be attended.

4. Tuition reimbursement will be processed on a semester-to-semester basis upon successful completion of the course work and presentation of a transcript or certificate or grades from the educational institution. Reimbursement will be in accordance with the following schedule:

• Completion with an A = 100% Reimbursement

• Completion with a B = 75% Reimbursement

• Completion with a C = 50% Reimbursement

• Pass/Fail Courses = 75% Reimbursement

5. Reimbursement rate will not exceed the current tuition rate for undergraduate credit hour and graduate credit hour, no matter where courses are taken. Books, lab fees, etc. are the responsibility of the employee.

6. Before accepting reimbursement for education payments from the ASSOCIATION, employees will be required to sign a letter of intent stating that they agree to remain an employee for one year from the date of payment for the educational reimbursement. Employees who terminate employment with the ASSOCIATION earlier will be required to reimburse the ASSOCIATION for all education payments received during the preceding 12 months. For example, if employee receives payments in May and August, and departs that October, he/she would be responsible for both payments. If departure were to occur the following June, the employee would have to reimburse only the August payment to the ASSOCIATION.

Adapted for use.

Source: ASAE e-mail discussion list. www.asaenet.org

Credit: Commission on Fire Accreditation International