|
dedlered
|
 |
« on: February 08, 2001, 04:01:31 pm » |
|
My company is considering initiating a tuition reimbursement plan (Hurray)..I am looking for variations in this type of plan so that I may give my manager some type of ammunition when she goes to HR to try to implement this for us "admin types"
I know that some companies require that you maintain a certain GPA while some also require that agree to stay with the company after graduation for x amount of time. Are there any other variations on this?
Any help would be appreciated.
Laura
|
|
|
|
|
Logged
|
|
|
|
|
elleny
|
|
« Reply #1 on: February 08, 2001, 04:56:29 pm » |
|
The last company I worked required us to go for one semester and pass. They then would reimburse us for the semester, and pay for the next. We were also required to stay with the company for 6 mo to 2 yrs. depending on the amount of time and money they spent on us (think 1 sem./ 6 months up to 2 yrs.)
Ellen (hurry up Friday) in TX
|
|
|
|
|
Logged
|
|
|
|
|
sungoddesslv
|
|
« Reply #2 on: February 08, 2001, 08:01:39 pm » |
|
Our company policy on tuition reimbursement is:
They will reimburse 100% for A avg; 85% for B; 75% for C.
They will allow two courses per semester.
Tot reimbursement for the year, not to exceed $3,000.
|
|
|
|
|
Logged
|
|
|
|
|
kknisley
|
|
« Reply #3 on: February 11, 2001, 08:11:03 am » |
|
Our company is the same way - go one quarter and then get paid. We are paid 100% for B and above or if on a pass/no pass grading scale (no pass, no $), 80% for C. The company also has an "tuition reimbursement" account set at I think $3000 per person for year. Sounds like a lot, but many of the insurance certification courses are very costly.
|
|
|
|
|
Logged
|
|
|
|
|
