IAFF MOU 2007 - Laserfiche WebLink

Section 21. Tuition Reimbursement Regular employees are eligible for reimbursement of tuition expenses for college or university courses successfully completed with a grade of "C" or better, provided said courses have been approved in advance by the Fire Chief and are taken from an educational institution accredited by the Western Association of Schools and Colleges. Tuition is reimbursed in the amount up to, but not to exceed, the annual registration fees levied by California State University, East Bay for internal degrees in effect at the time the employee enrolled in the course(s) for which the tuition reimbursement is requested. Eligible fees shall be limited to: University Fee; Student Body Fee; IRA (Instructional Related Activity) Fee; Facility Fee; University Union Fee; Health Services Fee and ID fee. The maximum tuition and fee reimbursement an employee may receive per fiscal year shall not exceed the annual maximum levied by California State University, East Bay for the four quarter academic year beginning with the proceeding fall quarter. Employees accepted and enrolled in an undergraduate program are eligible to receive reimbursement up to the full-time equivalent for undergraduate tuition and fees at CSU East Bay. Employees accepted and enrolled in a graduate program are eligible to receive reimbursement up to the full-time equivalent for graduate tuition and fees at CSU East Bay. Requests for fee reimbursement are to be submitted at the completion of each quarter or semester during which the courses were completed. Requests for an official receipt verifying the tuition charges, the tuition paid, and an official transcript of grades shall accompany reimbursement request. 21.1 The following items will apply to the employees who are prior Livermore Fire Department employees and receiving the "grandfathered" Educational Incentive Pay Effective October 1, 1995, the City's Tuition Reimbursement Plan as outlined in the Personnel Rules and Regulations and detailed in the City Manager's Administrative Regulation Number 14, is available to all members of the bargaining unit except those eligible for and participating in the Educational Incentive Pay plan (EIP). Effective with City Council adoption of this agreement, the Educational Incentive Pay plan will be available only to the following employees: a) those employees hired prior to December 28, 1992, and who are receiving EIP as of the date of City Council adoption of this agreement or; b) those employees who were eligible and denied access to the EIP prior to August 1, 1995. The EIP refers to two permanent levels of pay. Level One EIP pay is $25.00 per month for the attainment of an AA/AS degree. Level Two EIP pay is $50.00 per month for the attainment of either a BA/BS degree or 180 total units of college credit. As outlined above, once an employee who is receiving EIP elects to convert to the City's Tuition Reimbursement Plan, that employee's monthly EIP pay will cease and s/he will no longer be eligible for EIP compensation. Employees eligible for the EIP plan, may make a one time irrevocable decision to convert to the Tuition Reimbursement Plan prior to a budget cycle. 24