Question: We’re exploring the idea of setting up a tuition reimbursement plan.
Our president believes this will help build our staff’s skills, and
that employees will perceive it as a valuable benefit. I’ve done a
little research on how to structure such plans, but I would like to
hear some real-world feedback on what works, what doesn’t and what to
watch out for. What kinds of provisions should we include in our
tuition reimbursement benefit plan?—Beth, Maryland
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