Tracking Educational Reimbursements eligibility through BN

Unknown

Was curious if anyone is using the BN to track eligibility and reimbursements of Educational Reimbursements? We would like to setup a benefit (with appropriate employee groups) to allow us to see what amount of reimbursement level each employee is eligible. Would also like to pay these employees out of payroll (currently paying them out of Accounts Payable) but not show those payments as earnings or be taxable.

Any thoughts? Thanks

Unknown

We do not have our tuition assistance program set up as a benefit but we do pay the reimbursements through payroll. We have a pay code that is set up as exempt from taxes (Supplemental Tax Code on PR20.2 = E). We've been using this pay code since we implemented Lawson in 2001 with no issues.

sriman-shivakoti

Have you considered setting up a LP plan to track your education?

Unknown

We have just started testing the setup in LP. The plan is for eligible employees to receive a yearly allotment (say $3000). Then uploads of time cards will be entered and the earnings code will be used to decrement the balance in LP. The goal is to have the LP balance appear on the pay check stub.

Unknown

vhcifuni,
Do all employees gets the same allotment? We have 3 different levels based on your scheduled hours. I'd be interested in what your setup looks like.

Unknown

If using the LP plan - could you just add the eligible employees when they submit their paperwork at the beginning of the semester (employee group set up with EIN instead of criteria). That way it can be added based on the teir of reimbursement they are eligible form

Unknown

Since we are still in the initial stages of setup and testing, any new ideas are welcome. So far, we have one group with earnings allotment (new for us). From some of the meetings we have had, I know there are different tiers and of course exceptions. If there is an easier way to setup those groups, that would be great. I'd love to be able to setup one group for $3000, one for $4000, one for $5000, etc. without worrying where someone works. Some groups will have carryover and some will not. Based on the requirements, the balance available is to appear on pay stubs, so we would need to give the allotment up front.