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Tuition reimbursement programs are a great way to attract certain employees, such as employees who want to continue developing new skills and knowledge and who are interested in advancing their career. If there was a tuition reimbursement program put into place, I would say most employees, full-time or part-time, would be eligible for this benefit, but only after completing one year of employment at the company. All full-time employees, after one year of employment, would definitely be eligible for this tuition reimbursement program and I would recommend eligibility for the part-time employees that work 30 hours or more a week. A lot of companies would most likely only let full-time employees take part of this benefit, but I also think it depends on what industry the company operates in.

For employees to be reimbursed for their tuition expenses, they would have to take classes that are relevant to their current job responsibilities. In some cases, the classes should be relevant to the employees future job responsibilities that the company wants them to move into and get prepared for. There is definitely some flexibility when considering classes that would be relevant to ones job responsibilities, such as if the employee would like to go for a degree, the company should approve of the degree as long as most of the classes within that degree do pertain to the employees job responsibilities. I definitely would not recommend an employee be able to take whatever classes they would want though. If they are just taking classes and not towards any degree, then each class they take needs to be relevant to what they currently do or what the company wants them to get prepared for in the future.

I would not only recommend a level of cost for tuition reimbursement, but I would recommend the employee only take up to 2 classes within a semester to ensure their school work does not interfere with their employment at the company. You dont want the employee taking too many classes at once and being overwhelmed with school work and they slack on their job responsibilities. I think this recommendation would be very important to the employer and the employee so that employee would be able to structure their work and personal schedule to allow time for both their job and completing their school work. For the level of cost the company should take on concerning tuition reimbursement, I would recommend the $5,250 per year so that the company doesnt take on any other tax expenses with regard to the benefit of the tuition reimbursement program.

For the full reimbursement of tuition expenses, the employee would have to receive a grade of A. If the employee does not receive a grade of A, reimbursement of their tuition expenses decreases depending the grade they receive. The employee would receive 90% tuition reimbursement for a grade of B and only 75% of tuition reimbursement for a grade of C. If the employee receives a grade lower than a C, they dont receive any tuition reimbursement. With these levels in place on how much tuition will be reimbursed depending on the employees grade, I would hope that this motives the employee to do their best on all their school work so they work towards an A to receive their full tuition reimbursement.

Depending on the degree the employee completed and the actual cost of what the company reimbursed for their tuition, I would recommend stipulations on how long the employee must remain with the company after completing their degree. If the employee completed an Associates or Bachelors degree, I would recommend that they remain with the company for at least a year after receiving their degree. If they decide to leave the company before the required year, I would recommend that they pay back a semesters worth of tuition expenses. If the employee finished a degree above a bachelors, I would recommend that employee remains with the company at least 2 years after completing their degree. If that employee decides to leave, they would be required to pay back their last two semesters tuition expenses. Also, this policy is only if the employee decides to leave the company voluntarily. If they happen to be terminated and have to leave involuntarily and depending on the reason why, the employee may not have to pay back any tuition expenses.