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1. 1. Education benefits are subject to the availability of funds in the ministry account for which the employee is responsible. Funds to cover educational expenses are intended to be generated through donor contributions and are above and beyond those required to fulfill regular compensation and benefit costs. The opportunity to receive reimbursements for education is after the course has been successfully completed (or, for semester programs, after each semester has been successfully completed) and in accordance with Reliant’s accountable reimbursement policies.   
   2. Education is limited to forms of instruction or training that improves or develops the ministry or job capabilities of an individual and requires prior approval from Missionary Resources.    
   3. Items that are eligible for non-taxable reimbursement include tuition, fees and similar payments, books, supplies, equipment (except supplies and equipment that the employee retains). Items eligible for taxable reimbursement include transportation, meals, and lodging.   
   4. The employee must complete the educational event in order to be eligible for reimbursement under this policy. Employees also must receive a grade of C or better, or its equivalent, to qualify.   
   5. Upon successful completion of the education, employees must complete the Continuing Education Reimbursement Request Form (also found on Staff.net) and send it to the reimbursements@reliant.org, along with the transcript, supporting receipts, and a copy of the Education Approval Form approved by Reliant. See also Continuing Education Reimbursements for more details. 
      

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      title Download Education Approval Form PDF Here url https://www.gcmapp.net/Libraries/Reimbursements/Education_Approval_form.sflb.ashx?download=true

      
      

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      title Download Education Approval Form Excel Version Here url https://www.gcmapp.net/Libraries/Reimbursements/Education_Approval_form_EXCEL.sflb.ashx?download=true

        
   6. Contingent upon supervisor and Missionary Resources approval, time spent in class or directly receiving education may be counted as work time. In addition:
      1. Time spent studying, staff may count up to 15% of their approved employment status work hours (based on the current, approved Support Goal Calculator on file with MR) as paid work time.
      2. Time spent traveling to the educational site, or other time related to the education is considered personal (non-work) time.
      3. In all cases, at a minimum, over the course of a year, an overall majority of an employee’s work time must be spent in ministry activities that are non-education related.   
   7. Dual payments of benefits are barred. Students receiving scholarships or federal aid may not also apply for plan benefits for the amount they receive from other institutions or sources.   
   8. Plan benefits will not be paid to employees who resign or are terminated from employment during the course of study. Plan benefits may result in a repayment to Reliant if certain prearranged conditions are not upheld as agreed upon as terms of reimbursed education.   
   9. Plan benefits must be repaid if the employee exits employment sooner than 6 months after completing a class.   
   10. Reliant reserves the right to alter, suspend, or eliminate this program at any time, without advance notice.
   11. This benefit is available only for those working 20 or more hours per week and at the following levels (based on the $5,250 benefit): Full-time at 100%, 30 hours/week at 75% and 20-25 hours at 50%.
   12. If an employee changes status in hours during the course of the educational activity:
       1. The employee will receive the benefit based on the Employment Status at the start of the activity if the change in status results in a higher number of hours worked.  If the change in status lowers the level of hours worked, the benefit will be based on the new Employment Status.  (For example, a 30 hour/week employee at the beginning of an educational activity increase his/her employment status to full-time before completion of the activity.  That employee would receive 75% of the benefit.  Alternatively, if the employee dropped his/her employment status to 20 hours/week, the benefit would be 50%. 

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