RES 2023-0614 - Amendement to City Human Resources Policy No. 11 - Employee Reimbursement of Training Expenses City Clerk Office Use Only:
1)231 �,�2 . 14
Publication Date (if pplicable):
RESOLUTION NO. 2 • -3
Agenda Date: 9
Department: ? I" f
Submitter: Ui2lL r/IIIVZI1 6L'1 1')
CITY OF OMAHA
LEGISLATIVE CHAMBER
Omaha, Nebraska
RESOLVED BY THE CITY COUNCIL OF THE CITY OF OMAHA:
WHEREAS, the Human Resources Director of the City of Omaha has created and prepared, in
accordance with the City of Omaha Municipal Code § 23-65, Human Resource Policies to establish and clarify
the rules and procedures for the City of Omaha and its employees; and,
WHEREAS, the revised Human Resource Policy 11 — Employee Reimbursement of Training
Expenses is attached as Exhibit "A" to this Resolution; and,
WHEREAS, the City of Omaha Personnel Board, pursuant to the City of Omaha Home Rule
Charter § 6.04 and Omaha Municipal Code § 23-51 reviewed and approved such Human Resource Policy on
April 27, 2023; and,
WHEREAS, the Human Resource Policy attached as Exhibit "A" and incorporated herein by
reference is being submitted to the City Council for its approval as is provided by Omaha Municipal Code § 23-
65.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF OMAHA:
THAT, the attached Human Resources Policy 11 — Employee Reimbursement of Training
Expenses promulgated by the Human Resources Director and approved by the City of Omaha Personnel
Board be and hereby is approved.
APPROVED AS TO FORM:
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DEPUTY CITY ATTORNEY DA E
2023\20661 sel
Adopted: J U N 06 Z023 ifi -im
Attest: �^
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Approved:
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Mayor
HUMAN RESOURCES POLICY
Policy #11 (Amended)
EMPLOYEE REIMBURSEMENT OF
TRAINING EXPENSES
Approved by Personnel Board: 04/27/2023
Approved by City Council: ********
Mayor of Omaha: Jean Stothert
City Council President: Pete Festersen
Human Resources Director: Deb Sander
Pursuant to the Omaha Municipal Code, Section 23 65, the following is declared to be the policy
of the City of Omaha. Please check the City's e mail system in the Public Folders under Personnel
Department for the latest amendments to this policy.
Pursuant to the Omaha Municipal Code Section 23-65, this document is a Human Resource policy
of the City of Omaha. Please check the City's website and Human Resources Policies-,
hops://hr.citvofomaha.org/public.°-documents/hrpolicies for the latest version of this policy.
Where no policy or guideline exists or if there are questions on this policy, please contact the
Human Resources Director.
Purpose
The employment of qualified employees in specialized positions sometimes requires continued
investment in their training to ensure in order that the employees remain current on changing
technologies and equipment used in daily job performance of their job. It is the policy of the City
to provide such training opportunities if approved by the department director.
Definitions
Enrollment/Enroll, for purposes of this policy shall mean enrollment in a training program or
course(s)wherein a financial obligation is required to be paid by the City or employee. This will
not include scenarios wherein the employee is able to unenroll prior to payment being required
by the program/institution.
Completion/Complete,for purposes of this policy shall mean successfully finishing said training
program or course(s) by meeting all requirements and obtaining any corresponding certificate,
passing grade, or degree.
HR Policy
Employee Reimbursement
of Training Expenses
Page 12
Policy,
Sometimes such training Training employees often requires a significant City financial investment.
To ensure assure that the City benefits from these expenditures by retaining employees in its work
force who have had the benefit of such training,the following conditions shall apply to any training
expenditure over$500:
1. If the employee leaves city employment within six months or less after completion of the
training, the employee shall reimburse 75% of the training costs.;
2. If the employee leaves city employment between six months and 12 months after
completion of the training, the employee shall reimburse 50% of the training costs.;
3. If the employee leaves city employment between 12 and 18 months after completion of the
training, the employee shall reimburse 25% of the training costs.
4. If the employee leaves city employment after enrollment into a training program or
course(s), but prior to completion of the same, the employee will be responsible for 75%
of the costs.
5. If the employee enrolls in a training program or course(s) and does not complete the same,
the employee will be responsible for 75% of the costs unless such employee is terminated
by the City, has to leave City employment due to a severe medical condition, dies, retires,
or receives a special hardship from the Human Resources Director.
6. If the employee leaves employment due to retirement, if the training was required pursuant
to their job classification (i.e. required certifications, trainings, etc.) or required by a
manager, the employee shall not be responsible for any reimbursement.
Prior to the authorization of any such training, the department director shall notify the employee
of this policy and shall have the employee execute a "Repayment of Training Costs" agreement
provided by the Human Resources Department. Personnel Department. Each department director
shall be responsible for the enforcement of this policy and the proper execution of the agreement
prior to the training. Each department director shall have the authority to exempt any
employee/training from the payback requirements. Items related specifically to College Tuition
Reimbursement will be handled pursuant to HR Policy#5, as may be amended.