Education reimbursement: How Much? What for?

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in The HR Specialist Forum

Question: "As classes start up again this fall, we're looking at how much we spend to reimburse employees for college and technical courses they take. Senior management is happy to offer this benefit, but we wonder what's the standard for:
  • "How much (on a percentage basis) we should reimburse.
  • "The kinds of courses we should offer to reimburse.
"What do your policies say? Are there other issues to consider as we review our policy?" -- Gerry, Indianapolis


Comments

We reimburse up to a maximum of $1,500 for tuition ane books for all courses relating to current employment.

Most tuition reimbursement policies I've known of are based on a specific dollar amount, not a percentage of total cost. To account for differences in expense between undergraduate and graduate programs, many times different maximum amounts are allotted within the policy. In addition, employees typically have to have advanced managerial approval for their courses to be eligible for reimbursement.

We offer $3,000 per calendar year for tuition, books, and any expenses related to college level courses.

We reimburse tuition expenses up to the IRS limit of $5250.

Full time employees who have completed one year of service are eligible. They must maintain their full time status during this time. The course must be related to the employee's job. A final grade of B or better is required. We also do not pay a percentage. The company will reimburse up to $1,500 per fiscal year.

We offer $5,000 per year and employees have to be employeed on a continuous full time basis for 6 months.

Our board of Trustees set the policy as we may request compensation for tuition and books for continuing education that would increase the skills needed for our job. These have to be submitted to the Superintendent for review and then our Board will decide if we need the course or not. Any other costs, is at our own expense.

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