Texas Register, Volume 25, Number 44, Pages 10833-11184, November 3, 2000 Page: 10,921
10833-11184 p. ; 28 cm.View a full description of this periodical.
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semester, not to exceed $500 per fiscal year. If an employee presents
compelling reasons, the maximum amount for tuition reimbursement
may be increased to $500 per semester, not to exceed $1,000 per
fiscal year. Such increased amounts must be specifically approved
by the associate commissioner--or highest level manager who reports
directly to the commissioner, if not an associate commissioner--in the
employee's chain of command and by the chief of staff.
(B) Employees may be reimbursed for the cost of tuition
and related fees at an educational institution.
(C) Employees will not be reimbursed for any part of
tuition covered by scholarships, grants or other awarded funds.
(D) Employees will not be reimbursed for items that are
not part of tuition, such as textbooks, workbooks, lab supplies.
(E) Employees will not be reimbursed for auditing a
course.
(3) Education leave in lieu of tuition reimbursement. Cri-
teria for taking education leave in lieu of tuition reimbursement are set
out in subparagraphs (A)-(F) of this paragraph.
(A) Education leave may be taken only for approved
courses which are offered only during work hours.
(B) Before requesting education leave, employees
should fully consider and explore education options that would not
involve education leave. For example, employees should consider
registering for classes scheduled before or after work, or during the
lunch hour when courses are available at those times. Employees may
also request a flex-time or compressed work week schedule that would
allow for class attendance without the use of education leave. Such a
work schedule must not disrupt or adversely affect performance by the
employee or the employee's division, section, program or activity.
(C) An employee approved for education leave in lieu
of tuition reimbursement may be granted up to six hours per week of
education leave in lieu of tuition reimbursement.
(D) Education leave may be taken for the sole purpose
of attending an approved course during work hours. An employee may
not take education leave if the employee does not actually attend the
class for which education leave has been approved. Education leave
may not be taken during the week of spring break. Education leave
may not be taken to study for a course.
(E) Education leave will be treated as emergency leave
on the employee's monthly attendance record with a notation that the
emergency leave is for the purpose of attending a course approved for
education leave.
(F) An employee who has been approved for education
leave in lieu of tuition reimbursement will receive, on a provisional ba-
sis, the approved amount of education leave. If the employee satisfac-
torily completes the course, the approved leave will remain designated
as education leave. However, if the employee fails to satisfactorily
complete the course for which education leave was granted, of if the
employee separates from employment with the department before sub-
mitting the final grade report for any courses for which education leave
was granted, the leave will be changed to annual leave, compensatory
time leave or overtime leave, and the employee's leave balances will be
adjusted accordingly. If the employee's leave balances are exhausted,
the remaining education leave will be changed to leave without pay,
and the employee's pay will be adjusted accordingly.
(4) Procedure. Specific procedural steps required to com-
plete the tuition reimbursement process are set out in subparagraphs
(A)-(G) of this paragraph.(A) An employee must receive written approval to re-
ceive tuition reimbursement or education leave prior to enrolling in the
course or courses for which tuition reimbursement or education leave is
requested. Approval of tuition reimbursement or education leave will
be granted on a semester-by-semester basis.
(B) Tuition reimbursement or education leave must be
approved by the associate commissioner--or highest level manager
who reports directly to the commissioner, if not an associate commis-
sioner--in the employee's chain of command. The Human Resources
Division also will review all requests for tuition reimbursement or
education leave to ensure compliance with this policy. In addition, ed-
ucation leave must be approved by the chief of staff. The chief of staff
has been authorized by the commissioner to determine whether good
cause exists to grant education leave in lieu of tuition reimbursement.
(C) To receive reimbursement for tuition, within two
weeks after receipt of the final grade in a course for which reimburse-
ment has been approved, the employee must submit a purchase request,
a copy of the final grade report, and an itemized tuition receipt to the as-
sociate commissioner--or highest level manager who reports directly to
the commissioner, if not an associate commissioner--in the employee's
chain of command. The department will not reimburse tuition if an em-
ployee separates from employment with the department before submit-
ting the final grade report for any courses for which tuition reimburse-
ment was granted.
(D) If an employee has been approved for education
leave, within two weeks after receipt of the final grade in a course for
which education leave has been approved, the employee must submit a
copy of the final grade report to the associate commissioner--or high-
est level manager who reports directly to the commissioner, if not an
associate commissioner--in the employee's chain of command.
(E) An employee must immediately notify the associate
commissioner--or highest level manager who reports directly to the
commissioner, if not an associate commissioner--in the employee's
chain of command if the employee ceases to be enrolled in a class for
which reimbursement or education leave has been requested.
(F) A manager may require that an employee receiving
tuition reimbursement or education leave make regular reports regard-
ing the employee's progress in the course for which reimbursement or
leave has been authorized.
(G) Copies of documentation regarding tuition re-
imbursement and education leave will be forwarded to the Human
Resources Division. The Human Resources Division will monitor
compliance with and utilization of this policy.
(5) Use of equipment. Employees may not use department
equipment, such as computers, calculators, or typewriters to complete
course work.
This agency hereby certifies that the adoption has been reviewed
by legal counsel and found to be a valid exercise of the agency's
legal authority.
Filed with the Office of the Secretary of State on October 19,
2000.
TRD-200007395
Lynda Nesenholtz
General Counsel and Chief Clerk
Texas Department of Insurance
Effective date: November 8, 2000
Proposal publication date: August 25, 2000
For further information, please call: (512) 463-6327ADOPTED RULES November 3, 2000 25 TexReg 10921
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Texas. Secretary of State. Texas Register, Volume 25, Number 44, Pages 10833-11184, November 3, 2000, periodical, November 3, 2000; Austin, Texas. (https://texashistory.unt.edu/ark:/67531/metapth113968/m1/92/: accessed May 21, 2024), University of North Texas Libraries, The Portal to Texas History, https://texashistory.unt.edu; crediting UNT Libraries Government Documents Department.