... In order to effectively measure the information obtained from the focus group, controls are implemented on the data. This study assumes that each student travels to and from the campus twice a week. The first trip is made to attend class and the second trip is made so that each student can participate in a physical learning team meeting. Since the duration of each class is five weeks in length, the analysis used is based on 10 trips to the University of Phoenix campus. Each student will complete 10 courses per calendar year. The distance involved in traveling to the campus will be measured by mileage, price of gasoline, and tolls. Another measurement is tuition cost per course. The constructs for the tuition cost include tuition reimbursement and out-of-pocket expense. Travel expenses were calculated based on current gasoline average cost of $2.69 per gallon. Mileages per gallon calculations were based on 17 miles per gallon of gasoline from participant’s home to the University of Phoenix’s Bucks County campus and their return trip to home. Subject one, Tyra, travels round trip from New Jersey to Pennsylvania twice per week for school. That travel translates into 25 miles per day or 250 miles per course. Tyra’s gasoline expenditure is $3.95 per day which equates into $39.50 per course. She must also cross a bridge, entering Pennsylvania paying a toll of...
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... VP Human Resources FROM: Darren Campbell DATE: February 14, 2012 SUBJECT: Employee Educational Advancement Opportunities Many of the employees at Intercontinental feel that it would be in the best interest of the company and the employees if we attend continuing education programs at the local university. By opening a tuition reimbursement program for employees at Intercontinental, the company would be doing a massive service to its overall well-being as to have a well-educated task force would help the company to run more efficiently, now and in the long-run. Would Intercontinental have interest in helping us to implement a tuition-reimbursement program? It has been proven that implementing a tuition reimbursement program will help to increase employee morale and loyalty, thus increasing the efficiency of the company. According to the Toronto Sun, over 60% of employers (including General Motors, Bell, Hydro, Royal Bank and Toyota Canada) provide reimbursements for course fees and books when their employees complete approved courses with a C (grade) or higher. Also, according to the Globe and Mail, companies that have a tuition reimbursement program have higher levels of employee morale and loyalty. Both newspaper articles have been enclosed in this letter. My fellow employees and I have not had the chance to complete our college diplomas and/or university degrees. Therefore, we feel it is pertinent for us to finish our secondary education in order to serve Intercontinental...
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...EBG will be revising its policy for education and tuition reimbursements while also offering courses. The policy revisions are geared towards making these courses and education more accessible to all full-time employees. To Increase Work Performance In six-months-time, EBG will be offering beginner, intermediate and advanced level courses in reading, writing, and math. Managers may recommend that certain employees go on one or more of these courses. Employees are also free to take any courses at their own discretion. Criteria & Useful Information * The courses will take place during work hours with all criteria covered by EBG. * Under new guidelines, employees will be paid as normal for the hours while in class with all study material and books being provided by EBG. * However, EBG will not cover homework and personal study time as these will be the employees' personal responsibilities. * In addition, we will track all course progress during quarterly performance and annual salary reviews. For Qualified Employees Requiring Further Training * Employees who are qualified beyond these courses, but still require further training to keep up with scientific advancements and knowledge, will be encouraged to take classes at local universities. * EBG's Tuition Reimbursement Fund will cover these classes. * In six months, the fund increases from $3000.00 to $5000.00 with additional reimbursements for study materials and books. * At the same time the...
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...UNIFORM RULES FOR BANK-TO-BANK REIMBURSEMNETS UNDER D/C 07-09-2012 UNIFORM RULES FOR BANK-TO-BANK REIMBURSEMENTS UNDER DOCUMENTARY CREDIT An overview of URR-725 for basic elements and utilities URR 725 (UNIFORM RULES FOR BANK-TO-BANK REIMBURSEMNETS UNDER D/C) BACKGROUND TO URR AND ITS PURPOSE The Uniform Rules for Bank-to-Bank Reimbursements ("URR") were first published by ICC in November 1995 and came into force on July 1, 1996 as ICC Publication No.525. At the time, reimbursement authorizations had begun to be issued in currencies other than what had been the more common currency i.e., US Dollars and an international set of rules were deemed necessary. It should be noted that there had been Bank-to-Bank Reimbursement rules operating in the US for many years and these formed the basis for the establishment of the principles to be considered in drafting URR 525. From July 1, 1996 issuing banks were faced with the decision as to whether their reimbursement authorizations should be made subject to URR 525 or UCP 500 article 19 (currently article 13 in UCP-600). To encourage usage of the URR and reduce the possibility of any ambiguity as to the applicable rules, SWIFT modified their handbook to reflect that the issuance of an MT740 (Authorization to Reimburse) would automatically apply to URR 525, unless otherwise stated. It is true to say that the usage of URR varies from country to country and will, no doubt, continue to do so with the updated version...
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...kind of antifraud message: “In this company, crime pays.” WHAT COMPANIES SHOULD KNOW ABOUT Expense account schemes. Employees who cheat on their expense accounts usually do so by one of four methods: Mischaracterized expenses. Employees produce legitimate documentation for nonbusiness-related transactions. Example: taking a friend to dinner and charging it to the company as “business development.” Overstated expense reports. Employees inflate the amount of actual expenses and keep the difference. Example: altering a taxicab receipt from $10 to $40. Fictitious expenses. Employees submit phony documentation for reimbursement. Example: producing a fake hotel bill on a home computer. Multiple reimbursements. Employees copy invoices and resubmit them for payment more than once. Example: copying an airline ticket and claiming the cost again on next month’s expense reimbursement. Preventing expense account abuse. Beyond using tighter internal controls, auditors can put in place...
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...Tuition Reimbursement Angela COMM 105 April 27, 2010 Dr. Gary Cotton University of Phoenix Tuition Reimbursement In order for a major company to operate well, they should have highly skilled or highly educated employees. The more knowledgeable employees are, the more ideas the company will obtain, in which they will only become better than their competitors. Some people may have the skills to be a part of the company, yet lack the education to back it up. Most adults do not have the time, or the money to go back and attend school to further their education. By offering tuition reimbursement to the employees, it will benefit them in many ways, and benefit the company as well. The employees will be more confident in themselves or the decisions they make. They will more then likely stay with the company longer. They will be more knowledgeable in their work environment and their communication skills will increase, which definitely benefits the company as well as the employee’s career. Tuition reimbursement programs also help employees gain a sense of accomplishment." They learn more, and become more marketable," Konrath says. "There's also the personal satisfaction they gain from education" (All Business, 2010). Furthering an employee’s education can clearly make them advance in the company because of the excess knowledge they have gained. Through adult learning the employee can increase their skills in communication courses and enhance the way he or she...
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...not even take place. The payments for the meetings were referred to as leadership stipends and leadership compensation. They were typically in the form of a $65,000 lump sum. When her secretary informed her that she had no signatures confirming the meeting, Pletz stated, “Well, you’re a smart girl, make sure you just fix it.” Anyone put in this situation would feel their job safety was being threatened. So the secretary did what many people would do and photocopied signatures to put on the meeting reports. Travel and Entertainment She also submitted fraudulent vouchers to receive reimbursements for travel and entertainment expenses that she claimed were for business but they were actually personal. She traveled to places such as Florida, Wyoming, and South Carolina to visit friends and family and received reimbursements for all of them. She also received an $11,846 reimbursement for items purchased at a Vera Wang boutique at Halekulani Hotel in Honolulu, Hawaii. She also did not report the $50,291 she...
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...Wild Woods Apartments 418 Wildwood Lane San Francisco, CA 98564 | | Statement of Work Statement of Work SOW 201 for Agreement for a Database for Wild Oaks Apartments (a division of Wild Woods) 3/22/14 | | | January 1, 2015 | Wild Woods Apartments 418 Wildwood Lane San Francisco, CA 98564 | | Wild Oaks is a part of the larger corporation of Wild Woods, there is a need for a more in depth system so that Wild Oaks is able to keep track of their clients rentals, this includes the collection of rent, maintenance Issues that arise that must address, Wild Oaks also has to send in a report for all total expenses at Wild Oaks Apartments. This Statement of Work (SOW) is issued pursuant to the Consultant Services Master Agreement between Wild Oaks (“Client”) and Wild Woods Apartments (“Contractor”), effective March 23, 2014 (the “Agreement”). This SOW is subject to the terms and conditions contained in the Agreement between the parties and is made a part thereof. Any term not otherwise defined herein shall have the meaning specified in the Agreement. In the event of any conflict or inconsistency between the terms of this SOW and the terms of this Agreement, the terms of this SOW shall govern and prevail. This SOW # 201 (hereinafter called the “SOW”), effective as of January 1, 2015, is entered into by and between Contractor and Client, and is subject to the terms and conditions specified below. The Exhibit(s) to this SOW, if any, shall be deemed to be a part...
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...BEST CONSULTING, LLC PROFESSIONAL SERVICES AGREEMENT This Professional Services Agreement (“Agreement”) is entered into effective as of the (the “Effective Date”), by and between Best Consulting, LLC (“Supplier”) and (“Client”). For good and valuable consideration, the receipt and sufficiency of which are hereby acknowledged, Client and Supplier hereby agree as follows: Nature and Scope. Client hereby agrees to retain Supplier to perform consulting services related to the selection of a Public Relations firm and the development of a Crisis Management Plan. Client recently had several customers report the contraction of salmonella as a result of food that was eaten at one of the Client’s establishments. Goals, Expectations, and Responsibilities. Supplier will evaluate and provide recommendations to several suitable Public Relations Firms. These evaluations will consist of interviewing and analyzing several firms and presenting the Client with the most appropriate options to select from. It will be up to the Client to make final decisions regarding the Public Relations Firm that is chosen and what level of engagement commences as a result of the Supplier’s findings. Client will also make final decisions regarding the design, development, and implementation of the crisis management plan. Client agrees to participate as requested in consulting activities. This includes calling meetings, providing meeting sites and amenities, and providing information...
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...07-61053-RBK Doc#: 476-2 Filed: 07/13/09 Entered: 07/13/09 15:19:28 Page 1 of 2 Amway ~ GLOBAL TN 7575 Fulton Street East, Ada, Michigan 49355·0001 June 25, 2009 Sarshela, Inc. Attn: Greg Duncan P.O. Box 141540 Spokane, WA 99214 Case No. 07-61053-7 Exhibit 2 Dear Mr. Duncan: This letter outlines proposed terms under which Amway Corp. d/b/a Amway Global ("Amway") would provide a loan as you have requested. This letter is not binding on Amway or any other party, and no binding obligations will exist on Amway or any other party until definitive loan documentation has been prepared and signed by Amway and all other parties. However, this letter is intended to express Amway's interest in possibly pursuing a loan transaction under the terms and conditions of this letter. The proposed loan terms currently under consideration are the following: 1. Borrower. The Borrower would be Sarshela, Inc., XS Energy, LLC, Seife, Inc. and World Wide Trust Company, jointly and severally. 2. Loan. Amway would extend a term loan in the principal amount of $1,000,000. The loan would be disbursed at dates to be mutually agreed upon in the loan documentation and upon the conditions stated in the loan documentation. 3. Interest Rate. The loan would bear interest at the rate of 3% per annum until maturity and 5% per annum after maturity. 4. Amortization. The loan would be repaid as follows: (a) Beginning on August 1, 2009, or on such other date as may be specified in the loan documents, and continuing...
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...| To: | Mr. Bob White | From: | Steven Proctor | CC: | | Date: | 9/12/2013 | Re: | Medical Coverage Survey | | As you requested, information was gathered to determine the employee’s attitudes toward the company’s current medical coverage. Out of 105 employees, 89 returned the six question survey to us. After analyzing the results, the responses were organized into three groups—single individuals (30 employees) individuals with one dependent (21 employees), and individuals with two or more independents (38 employees).Breakdown of Employee Survey ResultsQuestion 1: Which type of coverage is best?34.8 % of the employees agree that employee only coverage is best and 65.2 % of the employees feel that family plan coverage is best. As you can see, the majority of single employees, employees with one dependent, and employees with two or more dependents would prefer to have family coverage. Question 2: Which coverage should be available? 100 % of employees agreed that basic medical, major medical, and hospitalization coverage should be available. For other coverage options, 67.4 % of employees would like to have both dental and optical coverage available and 53.9% of employees would like to have prescription coverage available. Question 3: What limit should policy place on out-of-pocket expenses? With a majority decision, 73% of employees would prefer to have the out-of-pocket expenses limit set at $500. As for the rest of the employees preferences, 19.1% chose $1,000...
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...| To: | Mr. Bob White | From: | | CC: | | Date: | 9/12/2013 | Re: | Medical Coverage Survey | | As you requested, information was gathered to determine the employee’s attitudes toward the company’s current medical coverage. Out of 105 employees, 89 returned the six question survey to us. After analyzing the results, the responses were organized into three groups—single individuals (30 employees) individuals with one dependent (21 employees), and individuals with two or more independents (38 employees).Breakdown of Employee Survey ResultsQuestion 1: Which type of coverage is best?34.8 % of the employees agree that employee only coverage is best and 65.2 % of the employees feel that family plan coverage is best. As you can see, the majority of single employees, employees with one dependent, and employees with two or more dependents would prefer to have family coverage. Question 2: Which coverage should be available? 100 % of employees agreed that basic medical, major medical, and hospitalization coverage should be available. For other coverage options, 67.4 % of employees would like to have both dental and optical coverage available and 53.9% of employees would like to have prescription coverage available. Question 3: What limit should policy place on out-of-pocket expenses? With a majority decision, 73% of employees would prefer to have the out-of-pocket expenses limit set at $500. As for the rest of the employees preferences, 19.1% chose $1,000, 3.4% chose $2...
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...Share: Perspective Full Disclosure — Out-of-Pocket Costs as Side Effects Peter A. Ubel, M.D., Amy P. Abernethy, M.D., Ph.D., and S. Yousuf Zafar, M.D., M.H.S. N Engl J Med 2013; 369:1484-1486 October 17, 2013 DOI: 10.1056/NEJMp1306826 Comments open through October 23, 2013 Few physicians would prescribe treatments to their patients without first discussing important side effects. When a chemotherapy regimen prolongs survival, for example, but also causes serious side effects such as immunosuppression or hair loss, physicians are typically thorough about informing patients about those effects, allowing them to decide whether the benefits outweigh the risks. Nevertheless, many patients in the United States experience substantial harm from medical interventions whose risks have not been fully discussed. The undisclosed toxicity? High cost, which can cause considerable financial strain. Since health care providers don't often discuss potential costs before ordering diagnostic tests or making treatment decisions, patients may unknowingly face daunting and potentially avoidable health care bills. Because treatments can be “financially toxic,” imposing out-of-pocket costs that may impair patients' well-being, we contend that physicians need to disclose the financial consequences of treatment alternatives just as they inform patients about treatments' side effects. Health care costs have risen faster than the Consumer Price Index for most of the past 40 years. This growth...
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...the goal is to continue this raising trend. In order to continue achieving these results our company is looking to expand employee benefits by adding tuition reimbursement. I currently work in the benefits department and I have been recommended by my manager to prepare a report regarding the benefits of adding a tuition reimbursement program for our employees. This program will cover tuition reimbursement for qualified employees that will be enrolling to complete their Bachelor’s Degree. The report will present the effects and benefits that adding tuition reimbursement will have on both our company and our employees. The report is also going to present the type of degrees that should consider for reimbursement through this program. “Employers have vested interest in making sure employees have the knowledge and skills that will help them succeed at work. By earning a degree in a field related to their job, they can become better employees and they will be more likely to stay with the company. Employers often see less turn-around and more employee loyalty when they provide tuition reimbursement for education”...
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...Tuition Reimbursement is a viable option that our company should look at as a means of giving our employees a way to advance their education and their positions in our company. This company was built by people and it is in those people that we should invest in, nurture and show that we are committed to their success not just here but in their life success. Often times companies look outside of their own ranks to hire people with advance degrees or more experience when there should be people here that get promoted so that growth my begin from the entry level as it should like the roots of a tree. Many of our employees are not satisfied in the positions they are in but this is not to say they are not satisfied with the company but they want more from themselves as individuals. Our profits show that we have employees that are committed to us, now it is time that we show that we are committed to them and their future. There are opportunities right now within our organization that our own employees would not qualify for without a degree, most of whom have the experience but are being held back because they do not have the one thing that would make them more hirable. As the company grows and new positions become available our employees would also like the opportunity to grow with the company as well, but in most cases with the rising costs of college it becomes almost impossible to better yourself. In todays job market our employees need all the help they can to compete with...
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