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Tuition Reimbursement When Employee Leaves Company
Training & Organizational Development
Tuition Reimbursement When Employee Leaves Company
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Looking for guidelines for requiring refund when employee earns an advanced degree - company pays - and then leaves the company shortly thereafter. Does anyone have a policy in place? How long do you
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Forums » Topic Forums » Training & Organizational Development » Tuition Reimbursement When Employee Leaves Company
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Tuition Reimbursement When Employee Leaves Company
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Tuition Reimbursement When Employee Leaves Company
posted at 11/6/2006 8:18 AM EST
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Posts: 3
First: 7/25/2006 Last: 11/6/2006 |
Looking for guidelines for requiring refund when employee earns an advanced degree - company pays - and then leaves the company shortly thereafter. Does anyone have a policy in place? How long do you require them to stay; how much is asked for reimbursement; do they sign a statement agreeing? |
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Tuition Reimbursement When Employee Leaves Company
posted at 11/6/2006 12:45 PM EST
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Posts: 12
First: 11/6/2006 Last: 9/5/2007 |
I dont totally agree with current poolicy at my com here, but its for ur ref.
If training course < 6 ms, u have to work for com at least 3yrs, > 6ms have to work for com at least 5yrs. IMHO, i think it should better base on cost of training course, set a rank of cost, for example: 500 - 1000$- u have to refund 100% if you quit, 70% if 6 mos after u quit, etc. Others advise is highly appreciated. |
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Tuition Reimbursement When Employee Leaves Company
posted at 12/5/2006 9:37 AM EST
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Posts: 3
First: 12/5/2006 Last: 5/7/2008 |
If an employee resigns his/her employment or the Company terminates his/her employment due to cause while a job-related course(s) is in progress or within one year following completion of a job-related course(s), the employee must reimburse all Company-paid expenses: that is, the cost of tuition plus any additional fees incurred (e.g., books and registration fees) for the course(s) in progress or the most recently completed course(s). If an employee resigns his/her employment or the Company terminates his/her employment due to cause while a non-job-related course(s) is in progress or within two years following completion of a non-job-related course(s), the employee must reimburse all Company-paid expenses: that is, the cost of tuition plus any additional fees incurred (e.g., books and registration fees) for the course(s) in progress or the most recently completed course(s). Resignation/Termination Reimbursement Schedule Summary Course Type & Service Requirement Job-Related course = One year Non-Job-Related= two years Hope this helps! |
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Tuition Reimbursement When Employee Leaves Company
posted at 12/7/2006 8:36 PM EST
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Forums » Topic Forums » Training & Organizational Development » Tuition Reimbursement When Employee Leaves Company
