Tuition Reimbursement - Vernon Green’s Tuition Reimbursement program reimburses a Vernon Green employee who successfully completes a continuing education program that has intrinsic value to the job function of the employee and/or the facility up to $7500.

The continuing education program must be approved by the employee’s department head, Vernon Advent Christian Home’s Human Resource Coordinator and the Executive Director.

The employee must be employed with Vernon Green to receive tuition reimbursement. The tuition reimbursement disbursements will be paid out over two years for each year of the continuing education program to which the education program cost is being reimbursed.

If a current employee is pursuing further education he/she must continue to work for VACH a minimum of 16 hours per week. This minimum will include working every other weekend while they are taking course work, if applicable to the employee’s job function.

If the employee is a new staff member who has completed his/her education program prior to employment he/she must agree to work a minimum of 40 hours per week while participating in the reimbursement program or receive a prorated reimbursement rate based on percentage of hours worked.

Evidence must be provided to the Executive Director that the employee has applied for financial aid and must provide evidence of the amount of any financial aid that was received through available scholarship programs.

Reimbursement shall be considered for staff needing to take prerequisite courses for an education program on individual basis and, if granted, shall be considered part of the maximum allowable reimbursement.

The cost of textbooks shall be reimbursed to an employee upon submission of evidence that the employee has been accepted in an education program, has applied for all appropriate financial aid, and upon submission of an invoice for textbooks.

75% of the approved reimbursement amount for continued education shall be distributed equally every 90 days over a period of 21 months from when the employee has shown evidence that the approved education program has been completed and applicable licenses have been achieved, i.e. LPN license. The last 25% shall be paid out on the 24th month of the reimbursement period.

There must be a minimum of one year between an employee’s participation in education programs, i.e. LPN program to a RN program, in order to reapply to participate in the tuition reimbursement program.