Johnny C. Taylor Jr.
Johnny C. Taylor Jr. tackles HR questions as part of USA TODAY’s series. Taylor is President and CEO of the Society for Human Resource Management, his largest HR professional association in the world, and author of Reset: A Leader’s Guide to Work in an Age of Upheaval.
The question was submitted by a reader, and Taylor’s answer below has been edited for length and clarity.
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Question: I am a parent of a senior high school student who is planning to attend college in the fall. My son works part-time at a local retailer that does tuition reimbursement.Are there any pitfalls to avoid or limitations to consider with this kind of program? – Carter
Answer: Retail and hospitality employers have been hit hard over the past few years as they have struggled to attract and retain workers. Many people are looking to tuition payment programs as a recruitment tool. There are some restrictions and requirements to take into consideration my son’s decision to participate in such a program. This is an advantage worth considering, especially if you expect your son to continue working there.
Tuition reimbursement benefits both employees and employers. College tuition is a significant financial investment, so a tuition assistance program can offset some of the costs. For employers, this is an attractive incentive to enhance recruitment and retention. As companies help their employees pursue their educational goals, they also support the communities in which they operate.
Businesses can design educational assistance programs to pay for their employees’ education or provide student loan repayment assistance benefits. Amounts paid by an employer are deductible to the company and are not considered taxable income of the employee if they meet certain requirements. Under this plan, employers can provide up to $5,250 in tax-advantaged education expenses annually. However, there is no obligation to provide the full amount.
Below are some key questions to help you understand the details of your employer’s program.
• Does the program require employees to remain with the company for a specific period of time? If so, do employees have to repay part of the assistance if they leave early?
• What is the maximum amount of tuition assistance offered per year?
• Does your employer require you to first apply for federal financial assistance that may reduce investment costs and the financial needs of your employees?
For employers, investing in students and communities ultimately pays off more than just attracting applicants. For employees wishing to attend college, this provides an opportunity to reduce the burden of tuition fees and maximize employment benefits. Under the right circumstances, tuition payment programs are a win-win.
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I work in the construction industry and wear safety equipment on site. Usually it’s not a lot and it doesn’t take long. In some cases, specialized equipment may be required to accomplish the job in certain circumstances. It tends to take time to get it right. I usually show up before I’m ready, but my boss told me to show up when I’m ready to work.Does getting ready count towards your shift? – Geraldine
it depends. Wearing uniforms and protective equipment is a preparatory task for the working day. If preliminary activities are required to carry out the main activities of your job, your employer should compensate you for that time. Although specific circumstances may vary, if an employee is required by the employer, law, or the nature of the job to change on the employer’s premises, the activity is generally considered essential to the primary activity. resulting in “work hours”.
The question is, can you get the job done without standard work equipment? If so, prep time doesn’t count against your working hours. Otherwise, the time spent on it should be included in working hours. The same applies to your professional equipment. Wearing specialized equipment is considered part of the primary activity of the job if you cannot safely perform your duties without it.
Check with your employer what equipment is considered essential to get your job done. Employers should be able to review all preparatory activities preceding the primary activity of a particular job, designated “on the clock.”
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