I am seeking info on company policies regarding tuition reimbursement. What are your practices?

We are a not-for-profit financial institution with over 300 employees. Our tuition policy take effect after 6 months of employment. We will pay 100% of resident state-college tuition for any class that is work or career path related. Reimbursement is made upon paid registration. Employees must submit proof of grade after completion of the class. If the grade is not a "C" or above, then the tuition reimbursement must be returned to us. We do not pay for books or lab fees, etc. Tuition only is reimbursed. We also have a policy that if you leave our employ within 6 months of completing the class, the cost of the tuition will be deducted from final pay.

Hope this helps.

Good luck...Sheila K

This is great. I am preparing a persuasive speech for one of my classes and the topic is tuition reimbursement. I'd like our company to offer a tuition reimbursement program or educational assistance might be a better term, in which they pay for the course tuition and books up front versus at the end of the course. I think by not reimbursing the employee until the end, you are excluding all of employees from taking advantage of this program. Any thoughts? Or do you know of any other companies that offer the same program?