http://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspxTuition reimbursement has helped thousands of employees, but has it done anything for their companies? Our CEO looks for the benefit in the benefit.en-USCommunityServer 2.0 (Debug Build: 60217.2664)http://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#560Fri, 07 Sep 2007 18:34:53 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:560Jay SchleiferBob: Caveat: I do not inhabit the corporate world, nor am I human resource professional.  I am an employment lawyer, and employment/HR blogger. I know that some of my firm's clients utilize tuition reimbursement agreements in which employees agreehttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#563Tue, 11 Sep 2007 17:15:33 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:563Jay SchleiferEditor's Note: The following comments were emailed to Bob Brady. As is our usual practice, we do not identify emailers and remove identifying information. However, with those exceptions, their comments are included in full. JShttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#564Tue, 11 Sep 2007 17:19:00 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:564Jay SchleiferI have been working with my company for -- years, this is first time I am receiving tuition reimbursement, obviously since I am a recipient, I will say it is definitely a plus to offer tuition reimbursement as an incentive to help with cost of tuition,http://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#565Tue, 11 Sep 2007 17:19:48 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:565Jay SchleiferTimely article.  We changed our tuition reimbursement program from $5,000 per year to $400 per year because only 5% of our employees were using the program and of that, many then left the company once they obtained their degree.  We made thehttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#566Tue, 11 Sep 2007 17:20:49 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:566Jay SchleiferI have seen the employee who receives tuition reimbursement leave for greener pastures. Yes.  It happens, and it happens a lot.   My personal observation (and my own personal experience, too) indicates that often the person who leaves does sohttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#567Tue, 11 Sep 2007 17:21:20 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:567Jay SchleiferThough I can not quantify the benefit of providing tuition reimbursement, what we see is that people who attend college are more informed, better rounded, think more broadly and have better critical thinking skills.  I had a situation where a managerhttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#568Tue, 11 Sep 2007 17:22:14 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:568Jay SchleiferAt a time when workers in the United States are no longer competitive in the Global workplace, why are we thinking of cutting the investment in our employees. Is it because management no longer trusts their employees?  I know that the employees dohttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#569Tue, 11 Sep 2007 17:23:36 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:569Jay SchleiferHere at ___________, we offer 80% tuition reimbursement for A's or B's and 50% for a C.  This year alone, 2 employees have completed their master's degree, 2 completed associates degrees, and 3 others are still in the process of completing theirhttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#570Tue, 11 Sep 2007 17:24:10 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:570Jay Schleifer We are a small company, 100 employees.  We offer ½ tuition and fees up to a maximum $750 per year, so we cap the benefit.  The employee is reimbursed after completion of the class (must be toward a degree or advanced degree).We have hadhttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#571Tue, 11 Sep 2007 17:24:45 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:571Jay SchleiferInteresting thought and challenge regarding tuition assistance programs.   It is one that many of us have long thought about. It seems to me that two questions must be asked: 1.  Where does a TA program fit into the larger picture of employeehttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#572Tue, 11 Sep 2007 17:25:10 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:572Jay SchleiferThis topic has often been discussed as an "expense" to the company or benefit to employees.  What I see is that this is a systemic issue.  More and more companies are looking for candidates with the minimum of an undergraduate degree.http://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#573Tue, 11 Sep 2007 17:25:38 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:573Jay SchleiferYou are so right! It is a lot of money going to a few workers that generally leave after obtaining their initial or advanced degree. So many are disillusioned that a piece of paper will get them a huge raise, rather than the work that they are (or aren’t)http://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#574Tue, 11 Sep 2007 17:26:04 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:574Jay SchleiferI think if you look at it on the micro level Mr. Ulrich has a point.  It is difficult for the individual company to cost justify the investment with a specific return.  However, on the macro level I believe that the upgrading of the educationhttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#575Tue, 11 Sep 2007 17:27:54 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:575Jay SchleiferTuition reimbursement is an important benefit that brings value to our society as a whole.  I can personally attest to the value my company obtained from providing me with tuition reimbursement.   I went to school part time for -- years.  Ihttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#576Tue, 11 Sep 2007 17:29:04 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:576Jay Schleifer    I just read your article on tuition reimbursement and the theory by Dave Ulrich that it is a possible waste of money for companies.  I can speak from personal experience and tell you that had I not gotten my degree, I wouldn't be writinghttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#577Tue, 11 Sep 2007 17:29:37 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:577Jay SchleiferAs the HR manager for our company I administer the tuition reimbursement program. The policy for the program is that employees take course that help them in their current job or one they might want in the company in the future. We have had only a fewhttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#578Tue, 11 Sep 2007 17:31:18 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:578Jay SchleiferFor years I worked for a company that did not provide education benefits of any kind.  I was young with small children and I could not afford the cost. For the past -- years I have worked for a company that does pay.  It is a golden handcuffhttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#579Tue, 11 Sep 2007 17:31:54 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:579Jay SchleiferI have long had mixed feelings on this issue.  In today's world, we need to understand that tuition reimbursement is an enticement that is increasingly meaningful to high performers that a company wants to retain in this emerging talent war, especiallyhttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#580Tue, 11 Sep 2007 17:32:25 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:580Jay SchleiferMuch of what you say is true, but it is not the program that is at fault. Oft times, employers send their employees off to school with nothing more than a signature authorizing the expense. Instead, these programs could well benefit the company by meetinghttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#581Tue, 11 Sep 2007 17:33:34 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:581Jay SchleiferMy school district will pay a percentage of the costs of courses that enhance your present position or fill a shortage area.  However, you must remain with the district for 3 years after receiving the final reimbursement check or you must pay backhttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#582Tue, 11 Sep 2007 17:34:21 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:582Jay SchleiferIn response to your article on Tuition Assistance, I’m attaching several sources of articles or studies that you might find interesting in relation to your last article regarding Tuition Assistance. http://www.ceridian.com/myceridian/connection/content/1,4268,13448-60425,00.htmlhttp://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx#618Wed, 03 Oct 2007 17:33:28 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:618Jay SchleiferIn college and graduate school you learn facts that help you do your job, but you also hone your analytical skills and develop the discipline to study for hours. Even classes that are unrelated to your major (our your job) can improve focus. I came across