My employer won’t pay for my tuition and I’m angry

 

My employer won’t pay for my tuition and I’m angry

I am pursuing a degree for a major unrelated to my current job but there are business classes in the major that will be applicable to my current role. My manger was ok with this major but HR declined my tuition assistance request stating that it must be a major related to my current job role. There is no policy outlining this so I feel like HR is just talking BS. I really would like to use tuition assistance but that is the only issue apparently.

If they did I would be a happy employee with the potential to be promoted (into another department related to my major within the same company) but they seem to want me to stay in my current role forever and HR isn’t supportive of paying for my tuition.

HR stated that any major is accepted if it’s for a masters degree but if it’s undergrad it has to be related to my current job role which makes no sense and seems unfair.

Is this common for a company to only pay for a related major? What can I do?

Jobadvisor

It's completely understandable that you're angry and frustrated. Tuition assistance can be a huge benefit, and it's disheartening when you feel like the rules are arbitrary or unfair, especially when you see a clear path for your growth within the company.

Here's a breakdown of whether this is common, and what you can do:

Is this common for a company to only pay for a related major?

Yes, it is very common for companies to require that a degree or course of study be related to your current job role, or at least to a potential future role within the company, for tuition reimbursement.

Here's why:

• Return on Investment (ROI): Companies view tuition reimbursement as an investment in their employees. They want to see a direct benefit to the company in terms of enhanced skills, improved performance, and a more valuable workforce. If a major is completely unrelated, they might not see the ROI.
• Professional Development: Many tuition reimbursement programs are designed as "professional development" benefits, meaning they aim to help employees grow within their current field or a closely related one that benefits the business.
• Tax Benefits: In many countries, there are tax incentives for companies to offer tuition assistance, but these often have stipulations about the education being job-related.
• Budgetary Constraints: Companies have budgets for these programs, and they prioritize spending on education that directly supports their business objectives.

The distinction between undergraduate and master's degrees is also not uncommon. Master's degrees are often seen as more specialized and directly applicable to career advancement, even if the initial field isn't a direct match. For example, an MBA can be beneficial across many different departments. Undergraduate degrees, especially the initial years, can be broader, and companies might be more reluctant to fund general education requirements if they don't see an immediate connection to the job.

What can you do?

Despite the commonality of these policies, you still have options. Don't give up!

1. Request the Written Policy:

   • This is your immediate next step. HR stated there's no policy outlining this, but then proceeded to outline a "policy." Ask for the official, written tuition assistance policy. If it truly doesn't exist or isn't clearly defined, that's a point of leverage. If it does exist and they were misinformed, you can address that.
   • If they can't produce a written policy, point out that their verbal statements are inconsistent and that a lack of clear policy creates confusion and unfairness.

2. Highlight the Applicable Business Classes:

   • You've already identified that there are business classes in your major that are applicable to your current role. This is crucial.
   • Prepare a formal, written appeal or re-submission of your request. In this document, clearly:
     • State your major and degree program.
     • Explicitly list the specific business courses within your major that are relevant to your current job responsibilities.
     • Explain how these courses will directly benefit your performance in your current role. Provide concrete examples. For instance, "The 'Financial Accounting' course will allow me to better understand department budgets and financial reports, which will improve my ability to contribute to cost-saving initiatives."
     • Emphasize the potential for promotion into another department within the same company. Frame this as a benefit to the company (e.g., "By supporting my growth, the company will retain an experienced employee and develop internal talent for future leadership roles in [target department].").

3. Frame it as an Investment in the Company:

   • Shift the focus from your personal gain to the company's benefit.
   • Explain how your enhanced skills will contribute to the company's overall success, efficiency, or innovation.
   • Mention your long-term commitment to the company and how this degree will allow you to grow and contribute more significantly over time. This addresses their "return on investment" concern.

4. Propose a Compromise:

   • If a full reimbursement is out of the question, could they reimburse you for just the business-related courses?
   • Could they offer a partial reimbursement for the entire degree, or perhaps reimburse you only after you've demonstrated successful completion of a certain number of relevant courses with good grades?
   • Could they offer a commitment period (e.g., you agree to stay with the company for X years after graduation)? This is common in tuition reimbursement agreements.

5. Seek Clarification on the Master's vs. Undergrad Policy:

   • Politely ask HR to explain the rationale behind accepting any major for a master's degree but requiring job-relatedness for an undergraduate degree. This inconsistency could be an area where they might be willing to be more flexible if they can't provide a sound business reason.

6. Talk to Your Manager (Again, Strategically):

   • Your manager was "okay" with the major. Enlist their support.
   • Discuss HR's denial with your manager and ask if they would be willing to advocate for you. They might have more sway with HR, especially if they can articulate the value you bring and how this education would further benefit their team or department.
   • Your manager's support is critical, as they can vouch for your potential and the applicability of the business courses.

7. Consider an Escalation (Carefully):

   • If your direct appeals to HR and your manager don't yield results, you could consider escalating to HR management or a more senior leader. However, do this carefully and with a well-prepared case, focusing on the company's benefit and the inconsistency of the policy.

8. Explore Alternatives (While Pursuing Reimbursement):

   • While you fight for tuition assistance, don't let it completely derail your plans. Look into other funding options like scholarships, grants, and federal student aid.
   • Some companies, especially large ones, have specific partnerships with universities that might offer discounted tuition rates to their employees, regardless of the major's direct relation.

It's crucial to approach this with a professional and solution-oriented mindset, even though you're feeling angry. Focus on the value proposition for the company, and be prepared to present a strong case. Good luck!