EDUCATIONAL POLICY
Aim of the policy
To create conditions under which employees will get access to acquiring skills for pursuing self-development while simultaneously applying received knowledge into the day-to-day work process for increasing its effectiveness and efficiency
Definition
The education may include
Courses
Webinars
Masterclasses
Lectures
Conferences
Coaching sessions
Seminars
Workshops or pieces of training, and job-related certification tests
Definition
The education may include
Courses
Webinars
Masterclasses
Lectures
Conferences
Coaching sessions
Seminars
Workshops or pieces of training, and job-related certification tests
ELIGIBILITY
FULL-TIME EMPLOYEES WHO HAVE SUCCESSFULLY PASSED THE
PROBATION PERIOD
ARE ELIGIBLE UNDER THIS POLICY
PROBATION PERIOD
Reimbursement conditions
The company will reimburse an employee up to a maximum of 400 USD per year for continuing education through a chosen program that either offers growth in an area related to his or her current position or that may lead to promotional opportunities
Partial reimbursement for different educational expenses is allowed if the whole sum for different education programs for a particular employee does not exceed 400 USD
If the cost of chosen courses exceeds 400 USD, but the completion of it is crucial for the company's goals, an employee's manager, CEO/COO and Head of HR will examine and grant employee requests on a case-by-case basis. The percentage of reimbursement will be determined according to the necessity of courses
Reimbursement conditions
1 month before enrolling in a course, an employee must provide his or her manager with information about a course for which he or she would like to receive a reimbursement and discuss the job-relatedness of the continuing education
Upon receiving the approval from a manager, an employee should send a request to a Head of HR via email (please, put your manager in a copy)
A tuition reimbursement request should be provided by an employee via Bamboo HR
For this, please go to the Job section → One Time Bonus or Penalties Payments → choose Update One Time Bonus or Penalties Payments
For this, please go to the Job section → One Time Bonus or Penalties Payments → choose Update One Time Bonus or Penalties Payments
To receive reimbursement for educational expenses, employees should follow the procedures listed here:
An employee's manager and Head of HR must give their approval for potential reimbursement of the course
An "Educational Expense Agreement" must be signed between the company and employee
An employee must secure obtaining a certification of competition to receive any reimbursement (or proof of attendance if there is no certificate)
In case of obtaining the certification, please, upload it to BambooHR and notify the HR department
Only after the course is completed, an employee will receive reimbursement upon the providing of the certificate of completion
If the certificate is not presented, the company disclaims payment obligations. The certificate may be provided either in a form of a paper document or an electronic document
The HR department will coordinate the reimbursement with the finance department
If an employee leaves the company voluntarily after 6 months of course completion, 50% of educational expenses spent on an employee will be deducted from his/her last salary payment
Duties and responsibilities
The Chief Executive Officer will ensure that sufficient resources are committed to staff training and development such that the aims and objectives of this policy can be achieved
Line Managers will ensure the necessity of the education in question and are responsible for the successful implementation of employees' acquired skills
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