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Second Most Credentialed Person in Modern History
#21
As long as you've been with my company for a year, they would reimburse the standard amount for a receptionist or any entry level job to get their MBA or any degree that you can justify as business related (and it doesn't seem too strict, as they were fine with both my sociology and psychology). you then have to stay with the company for the year following the reimbursement or you're on the hook to repay them. Granted, the amount they reimburse wouldn't be much for a traditional school, but for places like WGU and Patten and such, it covers almost the entirety of the program.

I realize this will vary by employer though, and I'm lucky with what they offer in this respect.
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#22
(01-14-2018, 05:56 PM)davewill Wrote: Why wouldn't they pay for a receptionist to get an MBA? Besides the fact that someone who already has a bachelor's should be able to do better than receptionist, I mean? The idea is usually to improve staff so as to be able to promote from within.

My employer would pay. An administrative assistant can move up to being an office manager or executive assistant. Besides, it would be kind of discriminatory to not offer educational benefits to lower-level employees.

My employer offers tuition reimbursement for degrees related to the current position (business is related to administrative assistant work) or another position within the department. Hardly any of the jobs at my agency require a masters degree, but my employer still pays for them.
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#23
(01-14-2018, 05:56 PM)davewill Wrote: Why wouldn't they pay for a receptionist to get an MBA? 

because the company is investing its money 
and they want a good return on their investment 

if the receptionist has no degree and she's applying for a bachelors in business or finance, then fine   
pay for that bachelors 

if she has a bachelors in psychology or english and she's applying for a 2nd bachelors in business or finance, then fine   
pay for that bachelors 

but if she has a bachelors in psychology or english and she's applying for an MBA ??
no way 

a receptionist with no business experience applying for an MBA ??
its a bad, risky investment
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#24
Several companies I was with would pay for the receptionist to get an MBA. The company policy was x number of dollars for x kind of degree for x period of time. You couldn't discriminate based on job title.
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#25
(01-14-2018, 07:20 PM)rlw74 Wrote: Several companies I was with would pay for the receptionist to get an MBA. The company policy was x number of dollars for x kind of degree for x period of time. You couldn't discriminate based on job title.

That does sound right.  Thanks for sharing! Smile
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#26
(01-14-2018, 06:10 PM)sanantone Wrote:
(01-14-2018, 05:56 PM)davewill Wrote: Why wouldn't they pay for a receptionist to get an MBA? Besides the fact that someone who already has a bachelor's should be able to do better than receptionist, I mean? The idea is usually to improve staff so as to be able to promote from within.

My employer would pay. An administrative assistant can move up to being an office manager or executive assistant. Besides, it would be kind of discriminatory to not offer educational benefits to lower-level employees.

My employer offers tuition reimbursement for degrees related to the current position (business is related to administrative assistant work) or another position within the department. Hardly any of the jobs at my agency require a masters degree, but my employer still pays for them.

Companies ARE allowed to "discriminate" and write policies stating that they will pay for a BA only, or that the education has to be job-related, or even that they won't pay for anything at all.  Private employers get to do that - and they get to choose why they will/won't pay for things, as long as it's not because of the legal forms of discrimination like race or creed or sex.  So saying "we will pay for people in the marketing department to get a marketing degree" is totally legal.

Then, they can do one-off's for higher-level degrees.  So a higher-level employee could specifically request to get an MBA, and the company could pay for it, even if they didn't pay for MBA's for all employees.

Obviously this does not apply to government employees, since the government is happy to pay for all sorts of things whether they make business sense or not, since it's not their money.

And PLENTY of employers don't have tuition reimbursement at all.
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#27
Oh I wasn't saying they *can't* discriminate in general but it usually has to be pretty clear in the policy. The companies I was with would pay for business degrees only within certain parameters such as having been at the company a certain period of time, certain dollar amount , and you had to pay ahead of time and were reimbursed based on the grade you got in the class. But, in my case, none of them stopped the receptionist from getting the same degree as the executive across the hall. Of course I would always check before I was hired if that's important. A lot don't pay anything anymore. It's a perk that has been dropped from a lot of companies - kind of like pensions and adequate vacation time etc. I just wouldn't automatically assume it's ridiculous to pay for a receptionist to get an MBA.
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#28
(01-15-2018, 12:43 PM)rlw74 Wrote: But, in my case, none of them stopped the receptionist from getting the same degree as the executive across the hall. Of course I would always check before I was hired if that's important. A lot don't pay anything anymore. It's a perk that has been dropped from a lot of companies - kind of like pensions and adequate vacation time etc. I just wouldn't automatically assume it's ridiculous to pay for a receptionist to get an MBA.

MANY companies want there to be a compelling business interest in paying for things.  Helping employees get more education IS in their best interest, BTW, which is why they do it.  But paying for something that is not required or helpful to the employee's job is NOT in the companies best interest to do, so they won't do it.  They are responsible to shareholders, and have to balance employee morale with profit and all kinds of other things.  Obviously, not every company is the same, but I'd much rather work for a company WITH a tuition reimbursement plan that was fairly restrictive than for one who doesn't have one at all.

And we should all be very happy that pensions are going the way of the dodo bird.  401(k)'s are a MUCH better option for all concerned.  If your employer should go belly-up someday, say goodbye to your pension.  It was always in their name, they own it, and if they're gone, it's gone.  You may get pennies on the dollar if you're very lucky.  Many municipalities will be doing this in the coming decades.  If you have a 401(k), it is YOUR money.  If your company goes belly-up, the 401(k) is fine, it was never in the companies name.  You also make more on it than they do on a pension.  And when you die, your 401(k) goes to your heirs, your pension dies with you (or your spouse if you choose to continue it but for less money each month).  401(k) is just a better product.  AND, companies can put money into your 401(k), whether through matching, or by just depositing money in there (my husband's company does both).  Even if an employee doesn't contribute to the 401(k), every person in his company has some money in there, because the company put some in for them.
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#29
(01-15-2018, 12:17 PM)dfrecore Wrote:
(01-14-2018, 06:10 PM)sanantone Wrote:
(01-14-2018, 05:56 PM)davewill Wrote: Why wouldn't they pay for a receptionist to get an MBA? Besides the fact that someone who already has a bachelor's should be able to do better than receptionist, I mean? The idea is usually to improve staff so as to be able to promote from within.

My employer would pay. An administrative assistant can move up to being an office manager or executive assistant. Besides, it would be kind of discriminatory to not offer educational benefits to lower-level employees.

My employer offers tuition reimbursement for degrees related to the current position (business is related to administrative assistant work) or another position within the department. Hardly any of the jobs at my agency require a masters degree, but my employer still pays for them.

Companies ARE allowed to "discriminate" and write policies stating that they will pay for a BA only, or that the education has to be job-related, or even that they won't pay for anything at all.  Private employers get to do that - and they get to choose why they will/won't pay for things, as long as it's not because of the legal forms of discrimination like race or creed or sex.  So saying "we will pay for people in the marketing department to get a marketing degree" is totally legal.

Then, they can do one-off's for higher-level degrees.  So a higher-level employee could specifically request to get an MBA, and the company could pay for it, even if they didn't pay for MBA's for all employees.

Obviously this does not apply to government employees, since the government is happy to pay for all sorts of things whether they make business sense or not, since it's not their money.

And PLENTY of employers don't have tuition reimbursement at all.

I never said that there was a legal requirement. I'm well aware of the federal law on protected classes, most people are. All I said was that it was discriminatory, which it is. Something doesn't have to be illegal to be discrimination. Geeze. All of that lecturing over something I never said.

Even though I work for the government, we are required to prove that the degree is related to our job or another job we can take in the department. If an administrative assistant wants a nursing degree and works for Health and Human Services, then it is in the government's best interest to pay for that degree. Do you know why? HHS has a critical shortage of nurses.

If the administrative assistant has many years of experience and wants to manage other administrative assistants, then an MBA is reasonable. This is Texas. They're cheaper than most big employers. They have a limited amount of funds available for tuition reimbursement each year. Honestly, the government and non-profits are more likely to have very limited funding because they have budgets allotted on an annual or biannual basis that are affected by budget shortfalls, tax cuts, and the movement of funds to other areas. Texas just realizes that just about every job has a career ladder, and everyone is capable of moving up. If you want reimbursement, you just have to request it early before they run out of funding.

I'd much rather work for an employer that uses common sense and treats its employees well. An employer would have to be clueless to deny paying for a secretary's degree after he or she has been working for the company for years just to turn around and hire someone externally for an office manager position that requires a degree. The companies that keep their employees promote from within. Since you were in human resources, you should know that many, if not most, office managers start in lower-level, administrative assistant positions.
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#30
(01-15-2018, 04:48 PM)sanantone Wrote: I'd much rather work for an employer that uses common sense and treats its employees well. An employer would have to be clueless to deny paying for a secretary's degree after he or she has been working for the company for years just to turn around and hire someone externally for an office manager position that requires a degree. The companies that keep their employees promote from within. Since you were in human resources, you should know that many, if not most, office managers start in lower-level, administrative assistant positions.

If you want common sense: in your example, if the secretary had been at the company for years, and had shown that she could do the job of office manager, I in my role in HR would encourage the hiring manager to just promote her, without requiring a degree.  Office manager is NOT a job that should require a degree at all (and places I worked, it didn't).  The most common sense plan to me, is not to put arbitrary degree requirements on jobs, so that you don't have to pay for someone to get a degree when the job duties don't require it.
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