2. Professional Development and Educational Reimbursements
F.2.01 - Required Development
The System will provide support for development and training, renewal of professional licenses, professional association memberships, and continuing education requirements established for specific positions. Specific position requirements will be determined by the Chancellor or his or her designee.
The System will provide time off and course/training costs for job specific required training for all employees. This includes, but is not limited to orientation, legal compliance issues, systems training, process training and other position-specific training.
F.2.02 - Professional Development Activities
Professional development includes activities and opportunities that enhance the skills, knowledge and abilities required in the employee's current position, or prepare the employee for a career path position in his/her area. All professional development costs must be pre-approved by the supervisor, and within the budget of the department.
An employee may request Professional Development Leave to attend professional conferences, workshops, seminars, training courses, or meetings. The employee's supervisor must approve Professional Development Leave. These pre-approved leaves are considered excused absences that do not count against sick, vacation, or compensatory time.
An employee may request reimbursement and/or an advance for expenses related to professional development activities, including registration fees, travel, meals, and lodging in accordance with System travel policies and procedures. The employee's supervisor must approve professional development expenses.
F.2.03 - Membership Organization
Memberships in professional or academic associations or organizations will be reimbursed, with supervisor approval, up to $25 per year per employee. The System cannot reimburse dues paid to unions or organizations that engage in lobbying or political activities.
F.2.04 - Reimbursement of Tuition and Fees
The System encourages employees to further their educational, professional and vocational development. Therefore, the System will reimburse eligible employees for allowable LSCS courses taken in accordance with this policy.
F.2.05 - Eligibility for Reimbursement of Tuition and Fees
All full-time employees are eligible for reimbursement of tuition and fees.
Part-time employees who are regularly employed with the System and who have completed twelve months of continuous employment are eligible. Employment is considered "continuous" if the employee receives a paycheck in each of twenty-four (24) consecutive pay periods. Adjunct faculty who have taught at least six consecutive spring and fall semesters will be eligible for tuition and fee reimbursement.
F.2.06 - Allowable Courses
The System will reimburse 100% of tuition and up to $100 in required fees for each credit course taken at LSCS if all the following requirements are met:
a. The course was approved by the supervisor for reimbursement prior to enrollment;
b. Courses are scheduled outside the employee's working hours;
c. Up to 6 credit hours per term (maximum of 18 credit hours per academic year);
d. The employee earns a C or better in each course.
The System will reimburse 100% of tuition and fees for continuing education courses not to exceed $500 per fiscal year, if all of the following requirements are met:
The course was approved by the supervisor for reimbursement prior to enrollment;
a. Courses are scheduled outside the employee's working hours;
b. The course is related to the employee's present job or a job to which the employee may reasonably be promoted or reassigned; and
c. The employee submits a copy of a certificate of completion.
If an employee fails to complete the course for the following reasons, the System will reimburse the tuition:
a. A mandatory military obligation requires the employee to leave the Houston area or be unavailable to attend;
b. A change in employment schedule or responsibility made by and for the System's benefit;
c. A serious illness that prevents the employee from completing the course work, provided the employee submits medical documentation justifying the withdrawal; or
d. The employee is terminated due to reductions in force, reorganization or other reasons not related to employee performance or conduct, before completing an approved course. However, an employee who resigns or is terminated for cause forfeits any right to reimbursement.