BENEFITS
 

Tuition Reimbursement

Full-time employees may request, after three months of eligible employment, participation in a tuition reimbursement program. Approval must be obtained from the appropriate supervisor prior to beginning an eligible course for reimbursement of tuition and fees with a maximum reimbursement for full-time employees of $400 each fiscal year (Sept. 1 through Aug. 31) based on availability of funds.

1. Prior to enrolling in a course, the approval sections of the Request for Reimbursement form should be completed, with appropriate signatures.

2. Within 60 days after completing the course (a grade of C or better is required), a copy of the original tuition and fee receipt and documentation of a passing grade should be submitted with the reimbursement form to the appropriate supervisor.

3. Reimbursement is made from appropriate college funds after receipt of the completed form documentation with appropriate signature.

Reimbursement is limited to credit courses and up to 6 hrs of research course credit (including dissertation hours) from regionally accredited institutions or Collin College continuing education courses, which are directly related to current or prospective job duties. Employees may elect to enroll in a credit class on an audit basis and request reimbursement of the tuition as well as the audit fee. Completion of a course must be documented before any reimbursement can be processed. "Prospective job duties" does not include development toward a career path position but does include development for duties that are planned in the existing position. In addition, not all courses in a related degree plan are eligible for reimbursement. To ensure course eligibility, each course needs to be evaluated by the appropriate Vice President, Provost or Director that reports to the President.

With written supervisory approval on the tuition reimbursement form, employees may use up to three paid hours per week of regular work time in order to take an eligible course at Collin College or other accredited institution. Hours to be paid as work time, for non-exempt employees, should be recorded on the time sheet as "paid class time."

With prior written supervisory approval, staff members may also take any class during work hours and adjust the regular work schedule to make up any lost time. Documentation of the adjusted work schedule should be forwarded to the Human Resources Office for inclusion in the employee’s personnel file.

NOTE: Reimbursement requests which are submitted without the appropriate advanced approvals may not be processed and the employee may not be reimbursed for the cost of the course.

 

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