I am slowly learning that the 'tuition reimbursement' benefit is very, very conditional. In the case of my current company, its mostly dependent on my boss's boss. Still, I would think given today's environment, companies would do anything to keep people tethered.
I personally think I am making a decent business need case for it, but, as my boss put it, no one here but CCO has one.
I am having no problem getting my certs reimbursed and whatnot, but this appears to be a bridge too far.
Am I doing something wrong? Am I not presenting myself and benefit to the company well enough? Should I just brown nose my boss's boss?
It is not a small company and it actually benefited financially from COVID. My performance has only gotten better in COVID times and I am about to successfully complete a bigger project.
Any thoughts, suggestions, comments are welcome.
https://www.irs.gov/publications/p15b
> Education. Certain job-related education you provide to an employee may qualify for exclusion as a working condition benefit. To qualify, the education must meet the same requirements that would apply for determining whether the employee could deduct the expenses had the employee paid the expenses. Degree programs as a whole don't necessarily qualify as a working condition benefit. Each course in the program must be evaluated individually for qualification as a working condition benefit.
The education must meet at least one of the following tests.
- The education is required by the employer or by law for the employee to keep his or her present salary, status, or job. The required education must serve a bona fide business purpose of the employer.
- The education maintains or improves skills needed in the job.
However, even if the education meets one or both of the above tests, it isn't qualifying education if it:
- Is needed to meet the minimum educational requirements of the employee's present trade or business, or
- Is part of a program of study that will qualify the employee for a new trade or business.