I work as an HR Admin Assistant in a skilled nursing home facility. Recently, I posed a question to senior management regarding our Scholarship and tuition reimbursement assistance program.
I received the attached documentation this morning; please note Colorado Tech already received a payment of $3,000 on 5-21-19 for this employee.
I am again seeking guidance on this issue because when I originally posed the question in a previous e-mail if Managers (i.e.) Director Of Nursing are reimbursed at a higher level than employees are and the response was that the scholarship limit to $3000/term per employee.. –
When attempting to research this issue for due diligence I have not found this to be stated in anything official
It is not in the 2016 Employee Handbook
Not stated on the company Policy/Procedure Series
Not included in Nursing Facility Employee Scholarship Program documentation
Or even the Scholarship Application that the employee fills out
Received the following response from Senior Management
That is really no something you don’t need to be concerned about as it is outside your scope of work. What is critical is timely and accurate processing in your role. We are able to recoup tuition reimbursement through our cost reports so for critical roles, we can use discretion as a recruitment and retention tactic that is why you may see varying amounts even outside the guidelines. These will need to be considered on a case by case basis
Feeling shut down I responded:
Humble apologies as I Certainly did not mean to overstep my boundary. Please know that I was asking because if we issue a denial letter to the employee for the reason of being maxed on tuition assistance and employee comes back and says they didn’t know that the cap was 3,000 or perhaps wanted to see it in writing I merely wanted to be able to provide it to them. I strive to help people by my participation in the process and to encourage the professional and personal development of our staff members.
Senior management held an in person conversation with me
There seems to be enough confusion to warrant an in-person conversation so I am going to schedule time for LunaT/HR Rep/Sr. Manager so we can walk through process for practice/protocol for review & approval by managers, documenting/tracking by HR assistant, and how to field questions from employees related to tuition assistance &/or loan forgiveness. During this meeting I owned my part for an oversight where an employee was reimbursed twice but has since quit and we can’t recoup that cost.
I feel as if this meeting was sort of reprimand for speaking out for overstepping my role. I very much value my job and was simply attempting to point out in good faith that there may have been a flaw in our process and not to blame or single out any person or department. I am on thin ice here and want to right this perceived wrong. Do you have any advice for me?
Thank you so much for your time and attention to this.