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e . City of La Porte Personnel Policies SECTION 10 - RETIREMENT BENEFIT All regular full time employees are required to participate in the Texas Municipal Retirement System program and shall be eligible for immediate participation. The provisions of the retirement program are covered in the TMRS Handbook, available in the Human Resources Division. Additionally, all regular full time employees shall be provided with the TMRS Handbook upon employment with the City. While the City attempts to convey the various benefit programs to the employee, it is the responsibility of the employee to be cognizant of date driven benefits such as retirement and associated programs. SECTION 11 - CERTIFICATION PAY Certification pay shall be administered by the departments with an approved certification pay program. All certification.. programs within the City shall be reviewed by the Human Resources Manager prior to approval by the City Manager. SECTION 12 - EDUCATIONAL REIMBURSEMENT POLICY The City provides educational reimbursement to regular full time employees who attend a course or sources of study on their off duty hours at a pre-approved institution or through an approved correspondence school. Educational reimbursement is intended to help employees maintain a satisfactory level of knowledge and expertise in their present position as well as to help them develop their skills and increase their potential for future advancement with the City. The course(s) must be directly related to the employee's job, and must be approved prior to registration by the Department Director and the Human Resources Manager. The City will not pay for employees' degree programs but may reimburse questionable courses if both the Department Director and the Human Resources Manager approve it. The City Manager will decide any outstanding issues. The City will reimburse the employee the cost of tuition, lab fees, books, valid campus parking fees, and building use fees for pre-approved courses. The employee must receive a passing grade of C or above in order to receive reimbursement. This training assistance does not pay for courses already covered by Veteran or other educational assistance, nor does it cover any incidental expenses such as deposits, supplies, or other personal expenses. Employees attending courses under this educational reimbursement program will not be compensated for their course work as hours of work. Budget responsibility resides with each Department Director and such funds will be paid out of each departmental budget. 17