FNU Educational Assistance Plan
The purpose of this Educational Assistance Plan (this “Plan”) is to furnish educational assistance to certain employees of Florida National University (the “University”) to encourage personal development through formal education.
The Plan provides two types of educational assistance to employees of the University: (1) reimbursement of tuition fees for educational courses and seminars related to the employee’s current job duties or a foreseeable-future position at the University (Section 1 of this Plan), and (2) reimbursement of tuition for graduate level course at the University (Section 2 of this Plan), each of which has separate requirements as described in this Plan.
The University intends that the educational assistance provided under this Plan be eligible for exclusion from a recipient employee’s gross income under Section 127 of the Internal Revenue Code of 1986, as amended (the “Code”), and this Plan shall be interpreted and applied consistent therewith. This Plan is the written plan referred to in Section 127(b)(1) of the Code.
Employees should contact their supervisor and the Human Resources Department for more information or questions about educational assistance.
- Job-Related Educational Benefits
On the terms and conditions of this Plan, the University will provide the educational assistance described in this Section 1 to all regular full-time employees of the University who have completed at least one (1) year of service. The requirements outlined in this Section 1 apply only to the educational assistance described in this Section 1 and do not apply to the educational assistance described in Section 2 of this Plan.
To maintain eligibility, employees must remain on the active payroll of the University and be performing their job satisfactorily through completion of each course or seminar.
Educational assistance shall be in the form of reimbursement of tuition fees for educational courses and seminars. The amount of reimbursement will be made based on academic achievement. The following illustrates the reimbursement in relation to grades:
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Grade
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Tuition Reimbursement Percentage
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A or B
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75%
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C
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50%
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D or below
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0%
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Individual courses or courses that are part of a degree, licensing, or certification program must be related to the employee’s current job duties or a foreseeable future position at the University to be eligible for reimbursement. The University has the sole discretion to determine whether a course relates to an employee’s current job duties or a foreseeable future position.
An employee will not be eligible for tuition reimbursement and must notify the Human Resources Department in writing if he or she withdraws from an approved course or if the approved course is cancelled. Active employees will have three (3) months from the time they are finished with their coursework to request tuition reimbursement.
While educational assistance is expected to enhance employees’ performance and professional abilities, the University cannot guarantee that participation in formal education will entitle the employee to automatic advancement, a different job assignment or a pay increase.
To receive reimbursement for job-related courses or seminars:
- University management must approve all courses before enrollment.
- Reimbursement will be for tuition only. Fees, books, and room and board will not be reimbursed.
- Reimbursement will be made only after the employee submits evidence of satisfactory completion of the course.
- Reimbursement will be made only in cases where prior approval of the course of study has been authorized by university management.
- Reimbursement will be made for both graduate and undergraduate study.
- Employees must seek all available forms of financial aid. Reimbursement will be based on the applicable percentage of the net cost after deducting financial aid.
- Courses graded on a Pass/Fail basis will be considered as a B grade if a P grade is received.
- Reimbursement will not be made for credits received for “life experience.”
- A maximum of one thousand dollars ($1,000) will be reimbursed to the employee during any calendar year, unless otherwise negotiated with the President of the University.
- An employee must have at least one (1) year of service with the University before the University reimburses any tuition expenses under this Plan.
Seminars: Proof of attendance and receipt for fees paid must be submitted to the university management.
Courses: Documentation of course completion, fees paid, and final grade must be submitted to university management.
2. Graduate-Level Courses at the University
On the terms and conditions of this Plan, the University will provide the educational assistance described in this Section 2 to all regular eligible full-time employees of the University who have completed at least six (6) months of service. The requirements outlined in Section 2 apply only to the educational assistance described in Section 2 and do not apply to the educational assistance described in Section 1 of this Plan.
Educational assistance shall be in the form of reimbursement of tuition fees for graduate-level courses at the University.
A maximum of five thousand two hundred fifty dollars ($5,250) of educational assistance for graduate-level courses shall be provided to any eligible employee during any calendar year.
Eligibility Requirements:
Other Important Requirements:
- Only eligible employees may receive educational assistance under this Section 2. Spouses and children of employees are not eligible.
- Eligible employees may enroll for up to six (6) credit hours of graduate instruction per term (Fall, Winter, Spring and Summer). Undergraduate instruction is not eligible for educational assistance under this Section 2.
- The University does not cover expenses associated with the cost of any, and all:
- textbooks;
- course supplies;
- all miscellaneous fees, including, but not limited to, CPR seminars, entrance exams, and
- graduation fees.
- Certain programs, due to their nature, are not eligible for this educational assistance. Ineligible programs include Nursing and PTA. Additionally, seminars for specific medical programs are also not eligible for this educational assistance.
- Eligible employees must apply for admission and register for classes. Applying for educational assistance does not constitute registering for classes.
- Eligible employees must meet prevailing admission requirements and will be subject to all prevailing academic policies.
- The student will be enrolled in the University program from which the student will graduate.
- Employees who receive a grade of Incomplete (I) will not receive this educational assistance until the grade has been changed to a grade acceptable as specified above. Employees who do not have Incomplete course grades updated within the specified timeframe will be responsible for all costs for the class.
- If an employee voluntarily (as determined by the university) leaves the University within one (1) year of the employee having completed the course/program on their last day of attendance, he or she must refund all educational assistance and fee reimbursements for that course/program that were made by the University. The employee must agree to this and to withhold deductions from pay in writing to be eligible to participate in this Plan. For this Plan, terminations for Cause, as deemed so by the University and as defined in the University’s employee handbook, are defined as voluntary.
- Employees can continue to attend courses and remain in any program at the University after their voluntary departure but must pay all tuition and fees.
3. Aggregate Cap
In any year, an employee can elect to receive educational assistance under both Section 1 and Section 2 of this Plan, but in no event will there be aggregate educational assistance provided to any employee in any calendar year exceeding five thousand two hundred fifty dollars ($5,250).