Erlanger Health System provides tuition reimbursement for employees attending approved college courses and vocational courses of study. Reimbursement is also available for Certifications related to the employee’s job.

Eligibility
To be eligible for Tuition Reimbursement, an employee must be scheduled as at least a .50 FTE and must have completed the 6-month entry probation period.

Benefit Amount
Erlanger Health System will reimburse eligible employees for approved college courses. Full-time employees, .85-1.0 FTE, will receive a maximum amount of $2,000 per calendar year. Part-time employees, .50-.84 FTE, will receive a maximum amount of $1,000 per calendar year.

How to Apply
The employee requesting tuition reimbursement must complete the “Application for Tuition Reimbursement” form. That form may be printed from the Erlanger Intranet page or picked up in the Human Resources office. The form must be completed and signed by appropriate management. After official registration and payment of tuition, the employee should submit the application and receipt of payment to Human Resources. The reimbursement form should be submitted within two weeks of beginning the course.

How to Receive Reimbursement
Upon completion of the course, the employee may submit a copy of the final grade, C or better, to Human Resources within 30 days. Human Resources will then request a reimbursement check from the Accounting Department. The tuition reimbursement check will be mailed to the address indicated on the application within 2-3 weeks.

Service Obligation
Full-time (.85-1.0 FTE) Employees: A service obligation of one month’s full-time employment will be required for each $166.67 reimbursement paid. There will be a minimum of one month’s service for any reimbursement payment less that $166.67. The service obligation and repayment period begin when the check is issued to the employee.

Part-time (.50-.84 FTE) Employees: A service obligation of one month’s part-time employment will be required for each $83.33 reimbursement paid. There will be a minimum of one month’s service for any reimbursement payment less that $83.33. The service obligation and repayment period begin when the check is issued to the employee.

Employees who terminate their service are required to reimburse the Health System for any amount owed for tuition payments that has not been credited as months of service earned. The debt incurred will be the amount of tuition and interest (calculated at prime in existence at the time of termination plus 1%). Monthly payments will be calculated, over no longer that a 24 month period for former full-time employees and a 12-month period for former part-time employees. Any default in payment will cause the unpaid balance to be placed with an attorney or agency for collection, and the recipient will be expected to pay all reasonable legal fees and court costs employed with the collection on the unpaid balance.

Certification Reimbursement
Up to $300 per calendar year will be made available to employees for the purposes of covering certification exam costs or direct certification fees for major certifications related to their jobs. (Certification required for the job will be the employee’s responsibility, as is the case for license fees.) Reimbursement will not be allowed for related costs that may be necessary (travel, preparatory coursework, etc.) Reimbursement will be paid back by service at the same rates as for Tuition Reimbursement.