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Tuition Reimbursement
Benefits & Compensation
Tuition Reimbursement
Exchange ideas about health plans, retirement, work/life benefits, and employee assistance.
Do you have a lifetime max for tuition reimbursement?
Currently we offer $5250/year but do not have a limit. We'd like to put a lifetime cap on it, but we are not sure what is standard to cap it at
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Forums » Topic Forums » Benefits & Compensation » Tuition Reimbursement
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Tuition Reimbursement
posted at 6/21/2010 5:10 AM EDT
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Posts: 118
First: 2/28/2008 Last: 7/29/2011 |
Do you have a lifetime max for tuition reimbursement?
Currently we offer $5250/year but do not have a limit. We'd like to put a lifetime cap on it, but we are not sure what is standard to cap it at. Also, is there anyway to limit what schools people can attend beyond it being an accredited school? We have some employees who want to go to Strayer or Univ of Phoenix and one of the managers is not fond of those schools and wants to deny it... |
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Tuition Reimbursement
posted at 6/21/2010 6:28 AM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
I have never capped it but you certainly can and at any level you choose.
Limiting schools, which I disagree with, is also your choice. You can limit majors, course level, anything you wish and I have done this in the past. The language on how you do that is what will drive you. I would think it difficult to exclude by name but you could exclude by type; e.g. no distance learning, on campus only (UoP has campuses though), certain accreditation's, etc. |
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Tuition Reimbursement
posted at 6/21/2010 7:53 AM EDT
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Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
First, I think it is a great idea for a company to invest in the development of it's staff and am in admiration of those of you who can afford to and then follow through.
As a non-profit, it is difficult to find dollars to spend toward this effort, but when we do have some dollars we can allocate for continueing education, we have some limits. First, the class work cannot impact a persons normal work schedule. Second, the class work must be something that will directly benefit the agency (lots of room for interpretation) and finally, we will only reimburse up to 50% of the cost of tuition and books if the employee achieves a grade of "C" or better (adapted for a point system). Any travel costs or other are on the employee. |
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Tuition Reimbursement
posted at 6/21/2010 4:27 PM EDT
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Posts: 562
First: 11/12/2009 Last: 9/14/2011 |
If you want to cut down on the really expensive and not so good distance learning schools like UoP and Strayer, Marcnv's plan of reimbursing 50% will help a lot. If the employee has to spend some of his or her own money, the employee will start doing some education shopping and probably discover that there are far better and cheaper alternatives out there. |
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Tuition Reimbursement
posted at 6/22/2010 5:54 AM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
I agree with forcing the employee to have some skin in the game. One way we setup our reimbursement is that it is paid out over time or after certain conditions have been met. We rarely pay upfront anymore.
This tends to at least retain the employee through the payback period rather than giving the $s upfront and then trying to recover a portion if they leave employment prior to the end of the agreement. |
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