Ask the ExpertCategory: QuestionsTuition Reimbursement
hri_Admin Staff asked 1 year ago

We have a tuition reimbursement policy, but I want to create an agreement that the employee signs acknowledging the re-payment term if they leave within a certain period of time. Is there a template anyone can recommend? 

1 Answers
Glenn Demby Staff answered 1 year ago

Some language: MODEL A: MARATHON OIL
H. Repayment Requirements
The Marathon Petroleum Tuition Assistance Repayment Agreement is a provision that requires
an employee to repay amounts received for Tuition Assistance in the event the employee
voluntarily separates employment from the Company. (Repayment requirements apply to
non-degree courses and courses taken as part of a Degree Program.)
By signing the Repayment Agreement, an employee agrees to repay Tuition Assistance benefits
received under this Plan based on the following schedule, should the employee voluntarily
terminate employment with the Company:
Time Elapsed
The amount of time between the date(s) of the Tuition
Assistance reimbursement and the employee’s
termination date.
Percentage of Repayment
Applicable to the amount of Tuition
Assistance received during the
24 months prior to the employee’s
termination date.
6 months or less 100 percent
More than 6 months, but less than 12 months 75 percent
More than 12 months, but less than 18 months 50 percent
More than 18 months, but less than 24 months 25 percent
Under this provision, the Company may withhold from an employee’s final paycheck (base salary,
bonuses, vacation pay, and/or expense reimbursements), to the extent permitted by applicable
law, monies up to the amount due the Company for any Tuition Assistance paid within the above
timeframes.
MODEL B: BP
An employee will be reimbursed 90% of the cost of tuition, books and certain other fees up to the policy
maximum of $5,250 as long as:
 the employee is actively at work at the time an approved course is completed, or the employee is
terminated in conjunction with an ABSC action (relocation or termination due to re-organization) while
participating in an approved course; or the employee must go on an unforeseeable leave of absence
while participating in an approved course, or the employee’s status changes from full-time to parttime after a course has been approved and the coursework begun but not yet completed (all other
policy requirements still apply);

http://hrcpdocctr.conocophillips.com/Documents/HR-documents/TuitionRefundPolicypage09242008.pdf   Addresses this as FAQ at end of general policy. One approach you could use.

Hope this helps. Glenn