Can a company require an employee to committee to a specific period of employment in exchange for tuition assistance, especially at the master's level? If so, would you share with me your company's policies? Thank you.

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cherylc

Cheryl:

At our company, we reimburse tuition up front, upon proof of payment. HOWEVER, if the employee leaves within 6 months after completing the course, we do require that the tuition be repaid at 100% from their final pay check. Is this what you mean, or are they actually requiring some type of contract???

Sheila K

Sheila- Thank you for your response. In Texas, you have to have something in writing from the employee in order to deduct anything from a final check. That's what I mean by a contract or agreement with the employee. Is the length of time the employee must be with you in any way tied to the expense of the tuition? For example, one semester of master's work is much more expensive than undergrad. I wondered about a one year commitment on an expense like that. I cannot find much on the Internet re: tuition reimbursement policies/practices. Cheryl