Employee Benefits & ServicesEmployee Benefits & Services jgastley3 Sun, 07/15/2012 - 21:33
Employee BenefitsEmployee Benefits jgastley3 Thu, 05/31/2012 - 09:41
Awards PolicyAwards Policy
The Georgia Institute of Technology supports recognition of outstanding employee contributions at all organizational levels. Awards recognize employees who perform "above and beyond" expectations. Awards must be paid from non-State funds and may be made in the form of cash payment, plaque, trophy, pin, certificate, meals or reception.
- All awards are designed for individual’s whose contributions demonstrate a benefit to the Institute or unit operations.
- All units shall have documented nomination/selection criteria for any award. If a unit chooses to have a selection committee, all members’ names should be documented.
- Nominations for awards are open to any regular, temporary, or student employee of the sponsoring unit.
- Nominations for all awards must be made to the designated official within each unit of the Institute.
- All nominees must be in good standing (no current disciplinary action and a minimum of fully successful/meets requirement performance level) with the Institute.
- All competitive awards must include a minimum of two (2)-qualified nominees. There may be up to three winners if there are multiple nominees or competitors. In no case will more than one half of the nominees be declared winners of awards.
- The names of all winners of Awards will be submitted to the Director of Grants and Contracts.
- All awards must comply with the State of Georgia and Board of Regents compensation policies.
- No award may represent extra compensation or overtime payment to the employee.
- All awards are subject to the appropriate federal, state and local taxes (see Employee Awards and Prizes).
Georgia Tech Foundation Flower FundGeorgia Tech Foundation Flower Fund
The Georgia Tech Faculty-Staff Flower Fund is available to pay for flowers or other expressions of concern to be sent:
- On the occasion of the death of a faculty or staff member or upon the death of a family member of such person (limited to spouse, children, parents, brother, sister or retired faculty/staff member).
- On the occasion of hospitalization for illness or accident of a faculty or staff member, or, the hospitalization for illness or accident of the faculty or staff member's spouse, children, parents, brother, sister or retired faculty/staff member.
In order to have flowers sent for an occasion mentioned above, the person/organization desiring such should contact the Georgia Tech Foundation, (404) 894-5072. The Foundation will order the flowers, with a card reading "From the President, Faculty, and Staff of the Georgia Institute of Technology," and pay for them from the flower fund.
Worker's CompensationWorker's Compensation
The state of Georgia is self-insured for Workers' Compensation benefits. All employees on the Institute's payroll are protected under this plan, and benefits are paid to cover injuries resulting from work, whether that injury occurred on or away from the employee's normal work site.
The three areas of responsibility, as they pertain to Workers' Compensation, are Human Resources, Environmental Safety, and Department of Administrative Services (DOAS)-Risk Management. Workers’ Compensation information, forms and instructions on completing forms may be obtained by accessing the Benefits website at www.ohr.gatech.edu or by contacting the Office of Human Resources (OHR) at 500 Tech Parkway, Atlanta, GA 30332, (404) 894-3925.
The Office of Human Resources assists campus units in complying with state and Institute policies and serves as official repository for all records pertaining to a given claim. OHR acts as liaison between the Georgia Department of Administrative Services and campus units to ensure immediate needs of injured worker are fulfilled. Finally, OHR assists employees who need to forward medical invoices and out-of-pocket expense receipts to the Georgia Department of Administrative Services for reimbursement.
The Environmental Science, Health, and Safety Department will chart trends for the causes of work-related injuries and will develop and conduct remedial training programs where appropriate. Also, this department will conduct certain investigations relating to environmental causes or effects.
DOAS--Risk Management will investigate all claims involving litigation or when third parties are involved. This department also reviews questionable claims, decisions to controvert, and requests for referrals to physicians not on the Institute's currently approved panel. The assignment of private investigators will be made at the sole discretion of this department. Finally, this department will have oversight on all claim expenditures.
If you are injured on the job, you must report the injury to your departmental supervisor immediately. Your departmental supervisor should report your injury to DOAS by calling 877-656-7475. Then call AmeriSys at 678-781-2848 or 800-900-1582 to talk to a case manager who will assist you in selecting a physician, scheduling an appointment and obtaining follow-up care.
Emergency Care Procedure
If, as a result of a work-related injury or illness, you require immediate medical attention, you should proceed to the nearest emergency medical care facility, or call 911 for assistance. Following your emergency admission, service or procedure you or your departmental supervisor must notify AmeriSys Managed Care of your injury by calling (678) 781-2848 or (800) 900-1582.
If you require additional care, contact AmeriSys Managed Care at (678) 781-2848 or (800) 900-1582 and speak to a case manager who will assist you in selecting an authorized treating physician. Your authorized treating physician will then evaluate your treatment plan and make further recommendations. The week following your injury, your departmental supervisor should call DOAS at (877) 656-7475 to verify that the claim has been properly set-up.
TeleClaim Reporting Instructions
Departmental supervisors should call DOAS TeleClaim (toll free (877) 656-7475, 24 hours a day, 7 days a week) to report injuries within 24 hours of an accident. Reporting should be delayed only long enough for the supervisor to take the employee to the doctor. Claims may only be reported by a supervisor. Employees cannot call in their own claims.
As soon as possible after the accident call with the following information:
- Name and address of injured employee
- Name and address of employing agency
- Social Security number of injured employee
- Age and sex of injured employee
- Date & time of accident
- Description of accident (how, where, why)
- Type of Injury (cut, scrape, burn, etc.)
- Exact part of body injured
- Place of occurrence
- Full-time / Part-time employee
- Hourly / weekly / monthly wage
- Date of hire
- Witness(es) (name and telephone number)
- Name and address of physician / hospital
- Has injured employee returned to work?
- Anticipated length of disability
- Basic job duties
- Description of physical requirements of job
- Supervisor's name and telephone number
Once a claim has been reported through TeleClaim, any corrections to the above information should be made by calling your dedicated DOAS Workers' Compensation Specialist. A copy of the completed first report of injury will be faxed to the number designated by your agency and your DOAS Workers' Compensation Specialist within 24 hours of the report. Only injuries requiring medical care or lost time from work should be reported to TeleClaim. Injuries requiring only first aid or requiring no medical care should be recorded within the agency as an incident only ("incident only" forms can be obtained from DOAS or from the OHR webpage): https://ohr.gatech.edu/sites/default/files/images/hr_incident_only_form.pdf
Department of Administrative Services
P.O. Box 38198
Atlanta, Georgia 30334
Flexwork ArrangementsFlexwork Arrangements
The Georgia Institute of Technology provides a variety of flexible working arrangements, at the discretion of individual departments, to enable employees to serve customers, meet Institute and departmental goals, and balance personal and professional responsibilities. Participating in a flexible working arrangement is a privilege and not a right.
The University System of Georgia (USG) has approved flexible working arrangements for employees who work in positions that are eligible for telecommuting and/or flextime and approved by the designated authority. Exceptions may be granted to provide reasonable accommodations under the Americans with Disabilities Act (ADA). Requests for accommodations should be made through the Georgia Tech Human Resources, Employee Relations unit. Employees may find additional information about requesting a reasonable accommodation at: Human Resources Disability Services
Flexible working arrangements may be discontinued at any time. Employees and supervisors should discuss the schedule; however, supervisors make the final decision and employees must maintain the agreed upon schedule. The employee and/or the supervisor may end the arrangement by providing written notice a minimum of 14 calendar days in advance. Flexible working arrangements should be reviewed on an annual basis and shall be limited to periods of no more than 12 months, and after review, may be extended annually in 12-month increments. There are two exceptions to this provision: 1) when an employee is hired into a fully remote position; or 2) when the employee has been approved for remote work as a reasonable accommodation under the ADA.
Flexible working arrangements should not cause a non-exempt employee to work overtime or cause any employee to work on existing holidays or conflict with leave allocation practices. Exceptions should be approved in advance by the Georgia Tech Human Resources (GTHR). Occasionally, an adjustment to an employee's work schedule may be required on a short-term basis and such adjustments do not require updates to the flexible working arrangement. Employees who occasionally request to telework must get supervisor approval first, but do not need to complete the flexible working arrangement.
While working under a flexible working arrangement, employees are expected to maintain satisfactory performance. This includes turning in assignments by applicable deadlines, producing a quality work product, attending meetings, and following proper leave procedures for time off. In addition, employees must follow established state laws and departmental policies and procedures. Failure to do so may subject the employee to revocation of the flexible working arrangement agreement and/or disciplinary action, up to and including termination.
Retention of Agreement Forms
HR Reps / HR Contacts are responsible for retaining the flexible working arrangement until superseded or obsolete. The most recent flexible working arrangement and any related documents should be maintained by the department for two years after the agreement has concluded.
A compressed workweek is the scheduling of a traditional 40-hour week into fewer than five full days by adjusting the number of hours worked per day. An example of a compressed schedule is working four ten-hour days with one full day off each week.
A work schedule with variable arrival, departure and / or lunch times. It is typically designed to enable employees to come in earlier or leave later than the organization's normal hours of operation. This approach also enables the department to ensure necessary office coverage, customer service and staff interactions are maintained during the core business hours.
The performance of normal work duties at a location away from the conventional or main office. This off-site location is most often the employee's home, but can also be a satellite office or, if traveling, a virtual office. Telecommuting is a privilege and not a right for employees.
For any flexible working arrangement:
- The employee should first schedule a time to meet with their supervisor to discuss the feasibility of a flexible working arrangement.
Based on the outcome of the discussion, the employee should complete the Working @Tech Arrangement and submit it to their supervisor. If the flexible working arrangement being requested is telecommuting, the employee may also need to complete the Equipment Loan Agreement if using equipment off-site.The department's Human Resources Representative (HR Rep) is available for questions or to provide assistance in completing the form(s).
- The supervisor, in consultation with the department's HR representative, may approve or deny the Working @Tech Arrangement or may recommend an alternate flexible working arrangement. In determining whether to approve or deny the proposed arrangement, the supervisor must consider the organization's goals and should approve only if the arrangement permits those goals to be achieved. If the employee and the supervisor, in consultation with their department HR Rep., do not agree on a flexible working arrangement, the employee and/or supervisor should contact the Employee Relations unit to discuss further. In the meantime, the employee will continue to work standard hours.
- If an arrangement is agreed upon, the supervisor must submit the completed and signed flexible working arrangement form to the unit head for final approval. The unit head approving the agreement(s) may wish to consult with the department's HR Rep before making the final decision. Again, if a flexible working arrangement is not approved, the employee and/or unit head should contact the Employee Relations unit to discuss further. In the meantime, the employee will continue to work standard hours.
- If the arrangement is approved, the supervisor must send the completed and signed flexible working arrangements form to the department's HR Rep who will retain the original. The supervisor and the employee should retain copies.
All motor vehicles parked by faculty, staff, students, visitors, contractors/vendors of the Georgia Institute of Technology on Institute controlled parking areas must display a valid parking permit or be parked in designated visitor/metered parking areas. Parking permits may be purchased at the Office of Parking and Transportation Services (PTS), located at 828 West Peachtree Street N.W. Complying with the Institute's parking rules and regulations will help ensure an effective parking control program for the benefit of the entire campus community. Everyone's cooperation is essential. Penalties and fines have been established for violation of the campus parking regulations.
Carpooling, and using alternative transportation to single-occupancy vehicles, such as MARTA, Georgia Regional Transportation Authority, Cobb County Transit, and Gwinnett County Transportation are encouraged. Payroll deduction is available for some of the transit alternatives. Check with the PTS office at 404/385-RIDE (7433) for more information.
A parking permit may be obtained by bringing a copy of the vehicle registration and BuzzCard (or other photo identification) to the Office of Parking and Transportation Services. Full-time (benefits-eligible) faculty and staff may also choose payroll deduction as a payment option. Temporary employees are not eligible for this option, and must make payment in full at the time of purchase via cash, check, or charge.
Visitors may purchase temporary parking permits from the Office of Parking and Transportation Services, or park in designated visitor parking areas or at meters and pay the posted rate. Vehicle registration and a driver’s license are required to purchase visitor temporary permits.
Please visit Parking and Transportation Services' web page at: http://www.pts.gatech.edu to obtain a campus parking map, a complete set of parking rules and regulations, lot designations, parking rates, visitor and special event parking, and alternative transportation options.
Parking and Transportation Services’ telephone number is 404-385-PARK (7275).
|01-12-2015||Parking and Transportation||Update to verbiage|
Service to the InstituteService to the Institute
It is important to provide clear guidance and support regarding the participation of employees.
Service to the Institute is valued and encouraged by Georgia Tech. Service to the Institute includes participation in Institute service programs or activities that are separate and in addition to the employee's ordinary job duties. Some examples include institutional governance, service as an advisor to one or more recognized student organizations, or participation in any other Institute service program. All such authorized activities shall be considered within the scope of the employee's employment.
Exempt and non-exempt employees
are defined in accordance with prevailing employment law. An exempt employee is generally salaried and not employed on an hourly basis.
Service to the Institute
Although employees usually contribute to the Institute primarily through their job responsibilities in their home and work departments, they may also contribute significantly to the development of Georgia Tech by offering appropriate services to the Institute in other parts of campus life. In the context of this policy, service to the Institute includes properly authorized activities outside one's home and work departments as documented in the records of the Institute.
Faculty members who provide services to the Institute may refer to the Faculty Handbook for applicable policies and guidelines.
Information regarding serving as an advisor to a student organization may be found at www.involvement.gatech.edu
|Student Involvement Director||Ensure compliance with policy|
|Student Affairs||Offer assistance with policy interpretation|
Training and DevelopmentTraining and Development jgastley3 Sun, 06/03/2012 - 10:08
Staff Tuition Reimbursement Assistance Program (STRAP) PolicyStaff Tuition Reimbursement Assistance Program (STRAP) Policy
This policy reinforces Georgia Tech’s Strategic Plan focus area: Leading by Example to develop a world-class workforce committed to enhancing employee skills and providing a diverse, equitable, and inclusive environment.
The Staff Tuition Reimbursement Assistance Program (STRAP) provides employees with an opportunity to acquire skills and knowledge needed for career development and advancement. This program supports the Institute's commitment to foster professional growth and development of its eligible employees. Course work must be applicable to a career at Georgia Tech.
Employees are encouraged to use the University System of Georgia’s (USG) Tuition Assistance Program (TAP) whenever possible. However, if an employee is pursuing an accredited program not offered within the USG they may be reimbursed through STRAP for course work taken from accredited private educational institutions or Technical College System of Georgia (TCSG) vocational / technical colleges that lead to a degree. Employees attending USG institutions must use the USG TAP.
STRAP funds are limited. Applications are processed on a first-come, first-served basis and are subject to the approval of GTHR.
Benefits-eligible, full-time (1.0 FTE) staff (exempt and non-exempt) who have a minimum of one full year of employment with Georgia Tech by the STRAP application deadline date may apply for the program. Eligibility ends upon termination of employment at Georgia Tech. STRAP participants must be employed at Georgia Tech through the completion of the course in order to receive reimbursement. Eligible employees must submit a new application for consideration and approval by the deadline for each academic term. The deadline dates can be found at: http://ohr.gatech.edu/staff-tuition-reimbursement-assistance-program.
Work Schedule Arrangements
To the extent possible, employees should not take courses that would require them to be absent from work during regularly scheduled work hours. If attendance in an approved STRAP course requires that an employee be absent from their assigned workstation during normal work hours, various accommodations may be possible, depending upon the needs of the unit/department and of the employee. Supervisors are encouraged to make a reasonable effort to find an appropriate work schedule accommodation; however, alternate work arrangements are within the sole discretion of the immediate supervisor. The supervisor must ensure that the employee’s participation in STRAP will not adversely affect departmental services, or, result in undue hardship for other employees.
Acceptable Courses and Schools
STRAP provides partial reimbursement for classified Georgia Tech employees seeking a degree at any accredited private institution.
Employees not living in the State of Georgia
Institute employees who reside outside the State of Georgia who are pursuing accredited degree programs not offered within the USG as distance learning may be eligible for reimbursement if enrolled in a public accredited institution. Employees hired by the Institute who are in the process of relocating to the State of Georgia while currently enrolled in a program at a public institution outside of Georgia, may be eligible to complete their program with STRAP reimbursement provided the employee and their accredited classes are not transferable within the University System of Georgia.
Course Work (Applies to degree programs)
Course work must be taken for academic credit toward completion of a degree and must be related to a career field at Georgia Tech. Each employee must meet the admission requirements of the educational institution, acquire approval from their immediate supervisor and department head, submit application by the deadline date, and receive approval from GTHR for each course to be reimbursed. Non-credit continuing education courses, non-credit certificate programs, and Executive Programs are not eligible for reimbursement.
If there are any questions, please contact GTHR at (404) 894-4847 or firstname.lastname@example.org.
For degree programs: Approved applicants may be reimbursed for their complete or partial tuition cost up to six (6) credit hours per semester. Upon completion of course work with a grade of C or better, the Institute will reimburse tuition costs up to a maximum of six (6) credit hours per semester. Please visit the STRAP website for the most up to date reimbursement amount.
The original tuition receipt showing a zero balance and an official transcript must be submitted via Workday for reimbursement. Expenses for fees, books, and other costs will not be reimbursed.
This policy applies to all staff within the Georgia Institute of Technology. Learn more about participation eligibility above.
Staff Tuition Reimbursement Assistance Program offered through the Georgia Institute of Technology.
Tuition Assistance Program offered through the University System of Georgia.
System used to process tuition reimbursement requests.
STRAP applications may be obtained at: https://hr.gatech.edu/education-assistance. A complete application must be submitted to GTHR (in-person, via mail at mail code 0435 or electronically) before the published deadline date. Employees will be notified via e-mail of the approval or denial of their application.
Within thirty (30) days following the completion of course work, submit a Workday expense. Instructions can be found on the STRAP website. If there are any questions, please contact GTHR at (404) 894-4847 or email@example.com.
Processes STRAP applications.
Sr. Director, Total Rewards and Payroll
Owns and maintains policy.
|August 2022||Human Resources||Updated to remove professional certifications in compliance with USG policy and procedures.|
|December 2021||Human Resources||Updated Policy to include professional certifications.|
|November 2018||Human Resources||Updated Policy|
|January 2004||Human Resources||New Policy|
The University System of Georgia (USG) is committed to “the recruitment, hiring, and retention of the best possible faculty, staff and administration.” The Board of Regents of the University System of Georgia is committed to creating a more educated Georgia. As part of its desire to meet employees’ evolving needs, the USG has established the Tuition Assistance Program (TAP). The purpose of TAP is to foster the professional growth and development of eligible employees.
The program is available to all regular University System employees who have been employed full-time for the most recent six months immediately preceding application and who are eligible for University System benefits.
The program provides for a full waiver of tuition and fees for employees who register for classes at the University System institution where they are employed. Full reimbursement of tuition and fees is provided to employees who register for classes at other University System institutions.
The waiver or reimbursement can be provided for up to 10 credit hours per Quarter or 9 credit hours per semester. All tuition and mandatory fees will be covered.
Employees participating in the program must:
- Receive formal departmental approval
- Register during the employee registration period
- Pass the course(s) with a grade of C or better to receive the waiver or reimbursement
- Assume any tax liability which may accrue under this program
Georgia Tech supports the system-wide program guidelines which can be found at:
Forms, FAQ’s, Registration Dates, and University System of Georgia TAP Coordinators can be found at:
Georgia Tech TAP Student Registration Dates as well as and other, specific Georgia Tech -related guidance can be found at: http://ohr.gatech.edu/board-regents-tuition-assistance-program.
Note: Employees must already be admitted students at the institution of attendance.
Obtain and complete the Tuition Remission Plan Request Form (TR-01) from the department supervisor or from the Department of Human Resource Development no later than 30 days prior to the start of classes for the Quarter or Semester.
After the Department of Human Resource Development verifies the employee's eligibility, the employee will receive a signed copy of the second page of the TR-01 Form. The employee may then register for classes under this program at his/her desired University System institution during the employee registration period. It is the employee's responsibility to ensure that registration occurs during this period. Registration during any other period places the entire financial burden for those courses on the employee.
The employee should obtain certification of enrollment during the employee registration period at the Registrar's Office of the institution where he/she has registered for courses utilizing the "Certification of Enrollment During Employee Registration Period" form. Note: This certification is not necessary for Georgia Tech employees attending courses at Georgia Tech. The "employee registration period" at Georgia Tech is the same as the students' "late registration period".
Georgia Tech employees attending classes at Georgia Tech under this program will receive an automatic waiver of tuition and fees upon registration during the employee registration period. Employees attending other University System institutions must pay tuition and fees at those institutions under the guidelines set by those institutions. A receipt verifying the date and amount of payment will be required to obtain reimbursement.
Within three weeks after the end of the Quarter or Semester of attendance, employees participating in this program must submit the following documentation to the Office of Human Resource Development to obtain reimbursement:
- Verification of registration during the employee registration period (form available).
- A receipt certifying the date and amount of payment.
- A transcript or grade report certifying that the course was passed with a grade of "C" or better.
No reimbursement can be provided without these documents. Reimbursement may be expected within two weeks of submission.
Georgia Tech employees attending classes at Georgia Tech need only to present a transcript certifying that the course was passed with a "C" or better. Failure to present this document will result in a reversal of the employee's waiver, causing the employee to become liable for payment of all tuition and fees related to the classes attended under the program.
- What if I want to take classes during my regularly scheduled work hours?
Employees are expected to register for classes which occur outside of the regular work day whenever possible. Under rare circumstances, this may not be possible. Should such an instance occur, the employee's supervisor may approve or disapprove the employee's attendance at those classes. If approved, it will be the employee's responsibility to make up the missed hours during the same workweek or to charge vacation time, at the supervisor's discretion.
- What if my supervisor does not approve my request for participation in this program?
Approval or disapproval is at the supervisor's discretion. The employee may appeal a disapproval only when the permission has been denied on the basis of current job/career relatedness. The employee should appeal the decision first to his/her unit or department head. If that individual upholds the decision of the employee's supervisor, the employee may then appeal the decision to the Appeals Committee (STRAP Committee) through the Human Resource Development Department. All appeals must be completed prior to the first day of class. No other appeals are permitted under the program, and the Appeals Committee is the final avenue of appeal. Under this program, courses approved must be "of direct and significant assistance to the employee in carrying out present duties and responsibilities or in his or her professional development" or must "form part of a job-related degree program" that relates to an employee's current career in the University System.
- What if I fail to complete the course with a grade of "C" or better?
Failure to complete the course with a "Pass" or letter grade of "C" or better prevents the employee from receiving the benefit of remission or reimbursement under this program. Employees may not request reimbursement, and employees taking courses here at Tech will be responsible for paying the tuition and fees due for the applicable course(s). Repayment should be made at the Bursar's Office.
In addition, employees who fail to complete the course with a grade of "C" or better will be prohibited from further participation in the program for a period of 6 months from the date of withdrawal or the date the grade is sent to the Registrar's Office, whichever is earlier. After 6 months, the employee may again request participation in the program upon submission of a transcript certifying an average GPA of "C" or better. This transcript should be attached to the employee's Form TR-01.
- What if my employment with the University System ends prior to my completion of the course?
If an employee discontinues employment within the University System for any reason at any time prior to the end of the course period, no reimbursement or remission can be provided. Employees may not request reimbursement, and employees taking courses here at Tech will be responsible for paying the tuition and fees for the applicable course(s). Repayment should be made at the Bursar's Office.
- What if the course I want to attend is not available at a University System institution?
Courses may be taken without special exception at accredited University System institutions including Department of Technical and Adult Education institutions. All courses must be taken for credit. Any employee who wishes to take a course at another institution must substantiate in his/her application that the course is not available at a University System institution within 70 miles from Georgia Tech. The Georgia Tech Registrar's Office will be the final authority regarding course availability. If approved for reimbursement under such a provision, reimbursement will be limited to the in-state rate for an equivalent number of credit hours at Georgia Tech. In other words, the full cost of the course(s) may not be reimbursable.
- What if I have financial aid to cover a portion of my course costs?
Reimbursement or remission will be provided to cover only the portion of the course costs not covered by an employee's financial aid. Any approved financial aid should be noted by the employee on Form TR-01.
Differences from Current Programs
The Institute currently maintains two other educational support programs, the STRAP program and the GTRC Education Assistance Program for Faculty. Employees are encouraged to utilize the new Tuition Remission/Reimbursement program whenever it is possible for them to register during the "employee registration period" and when the course or degree program in which they are seeking participation is directly related to their current University System employment, as this new program generally provides a more generous benefit.
The specific differences are as follows:
- Under STRAP, the employee may request reimbursement for any course applicable to a career he/she intends to pursue at Tech, whereas the Tuition Remission/Reimbursement program applies only in cases where the coursework relates to the employee's current position.
- STRAP also reimburses for approved courses at any accredited institution, while the new program is largely restricted to courses at University System institutions.
- On the other hand, the new program requires only six months of full-time employment prior to participation, while STRAP requires 12 months.
- The new program provides remission for employees attending Georgia Tech, while STRAP is strictly a reimbursement program.
- The new program covers all mandatory tuition and fees, while the STRAP program covers only tuition.
- Lastly, STRAP will reimburse for only 6 credit hours per quarter or 4 credit hours per semester, while the new program will reimburse for up to 10 credit hours per quarter or 6 credit hours per semester.
The GTRC Education Assistance Program for Faculty is largely restricted to research-titled employees and reimburses only for a maximum of 6 credit hours per quarter plus the student activity and health fees. There is no remission provision under this program. Courses may be taken at any approved college or university.
For employees who cannot wait to register during the "employee registration period" or who wish to register for classes unrelated to their current program, STRAP or the GTRC Education Assistance Program for Faculty may prove more advantageous. For advice on the best alternative in a particular circumstance, the employee should consult the Human Resource Development Department in the Office of Human Resources at (404) 894-2249 or 894-3850.
Training ProgramsTraining Programs
The Office of Organizational Development schedules job related training programs for regular employees during regular working hours (8:00 a.m. -5:00 p.m.). Eligible employees must obtain prior approval from their supervisors/department heads and submit a registration form through our on-line system. Registration is on a first-come, first-serve basis. A training program schedule is available to all full-time employees via the web. Employees may attend training programs during regular working hours with no reduction in pay, and there is no need to make up time spent in class. For staff employees, time spent in training programs is considered time worked.
Employees Working Shifts
Staff employees whose normal working schedules are not 8:00 to 5:00 p.m. are eligible to attend training programs providing they meet the same requirements and follow the same registration procedures as employees working regular hours. Such employees must be compensated for the time spent in class or may be granted compensatory time off within the same pay period, at the discretion of the immediate supervisor.
An employee who registers and is confirmed for any training program must notify the Office of Organizational Development of a cancellation no later than 5 working days prior to the program. The registration fee will not be refunded or credited for any cancellation after that time. Substitution of employees is encouraged in lieu of a cancellation. If 3 or more employees from a department cancel the same class, there must be at least 10 working days notice. Without 10 working days notice, the department will be charged the full fee. Training fees are charged to the employee's department for expenses incurred in the program (note the exception below).
If a supervisor or department head will not approve attendance in a training program, an employee may pay the course fee by personal check. If the class is scheduled during the employee's normal working hours, the employee will need supervisory approval to take vacation leave.