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.
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.
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
How to Receive Reimbursement
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
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
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
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.