TUITION REIMBURSEMENT

Tuition Reimbursement



Tuition Reimbursement

Introduction

Duting the three years of employment at PacSun Incorporated, I noticed that most of the companies' employees are not properly educated. Many problems from payroll to cashiering could easily be avoided with the proper education. Providing reimbursement for tuition as well as making additional time for adult learning would be a wonderful benefit not only for the employees, but for the company as a whole. Tuition reimbursement is one of the most valuable benefits a company can offer. Tuition reimbursement gives employees the ability to obtain, maintain, and improve their professional capabilities through participation in courses related to ones career at accredited colleges and universities. It also provides companies who offer tuition reimbursement an advantage when recruiting new employees.

Analysis

PacSun is always in the hiring mode. Although our hiring process is quite extensive, many employees hired still require additional training that will increase practical business knowledge and increase confidence in the workplace. Whether an employee is a lower level associate or an executive, implementing a leadership training program will benefit the company drastically. The employers at PacSun should invest in ensuring all employees have the skill, knowledge and qualifications needed to be successful at work. A person can become a better employee by earning a degree which relates to his or her job. Working for a company that is willing to pay for tuition normally results in the employee remaining loyal and the company will have less turn-around. Many large companies exist who offer tuition reimbursement such as Starbucks and Quiktrip. Starbucks offers their employees $1000 a year for employees who qualify and Quiktrip offers their employees $2000 a year. Many colleges have partnered with companies to assist in educational training for their associates. Oftentimes the colleges will have the trainers come to the company allowing the associates to sign up for classes from their college institution (Rosen, Sidney, 1991).

I believe that every mid-to large sized company should offer some kind of tuition reimbursement or educational assistance. However, certain guidelines and restrictions should be fully understood before taking advantage of the opportunity. Companies often have certain criteria and qualifications that employees must meet before receiving assistance.

Often, tuition may only cover courses in the core curriculum, and only in certain majors. If a student wants to take courses outside of the curriculum, he may need to provide proof the classes were required for the major. Additionally, if an employee discontinues the class, he may have to immediately repay the money to the employer while waiting for a refund from the university, if they are to receive a refund at all. Employers also differ in that some only provide benefits for graduate-level study. Be certain the benefits offered will cover all courses leading to the desired degree, and not courses leading to a certificate (Rebore Ronald W. , 2001).

Such courses often will not transfer into a four-year program, as they are specialized or skill-based and do not satisfy the broader academic ...