they don't see much of that. Once again, the audit is conducted in accordance to the
generally accepted governmental auditing standards, and utilizes an approach that
includes staffing interviews, reviewed of documents, and reports from examinations.
The committee selected for this reimbursement was from all of 2023 and 2024. He
stated that they may remember that in the last Accounts Payable Report, they noted
that they made an issue of a tuition reimbursement because it was over by $1,550
and that check was corrected and the reimbursement to the applicant was
corrected, but they looked at that and thought they haven't looked at this for a long,
long time and that issue generated this complete audit. He stated so in 2023, there
were seven people non-bargaining that applied for reimbursement. In 2024, there
were five. He stated that they noticed that there was non compliance with AIMS
66-03 to leave a city employment, educational reimbursement for non-bargaining unit
employees who voluntarily or involuntarily release of employment before a full
calendar year had transpired following the completion of the course for which they
had received reimbursement or return total education reimbursement to the city. In
2023, they have identified two non-bargaining who left the city prior to one year to
the end of the course and did not return the tuition reimbursement. The total
uncollected was $9,587.50. Consideration should be given to billing the employees.
The administration should track the payments and ensure compliance. The
administration responds - they agree to formulate a process to track and bill
appropriately by the end of 2025. They are currently considering the time it will
coincide with the rollout of our new personnel management or the new SEIU
contract, the exact timing and change is due to unforeseen circumstances. He
would tell them if somebody leaves, it is pretty hard to call the money back because
there is really no payroll to deduct because maybe you got two weeks notice. It is
heartening that the administration has acknowledged the issue and will work to a
good solution in the future. If it is in the PPM, he thinks that needs Council approval
so you guys will get a bite of that apple. Non-bargaining tuition reimbursement
amount errors - per an administrative email dated 12/15/22, in 2023 non-bargaining
staff reimbursement was increased from $2,900 per annum to $5,250 per annum.
Employees were eligible to seek reimbursement for tuition, registration fees, and lab
fees. Books and other required course materials not covered by course tuition fees
are the employees responsibility and will not be reimbursed. He stated that they
note the following: one non-bargaining employee for 2023 requested and received
tuition of $4,337.50. The received documentation totaled $3287.50. The paperwork
indicated an error in addition on the submission form that resulted in an
overpayment of $1,050. That employee is no longer active with the city and that
would have been referenced in the prior one where someone left prior to a year or
also referenced. One non-bargaining employee for 2024 was reimbursed for a total
of $5,500. The maximum yearly is $5,250. This is an overpayment of $250. That
employee is still within the city's employed so he is looking for resolution there from
the administration. One non-bargaining employee for 2024 was reimbursed for a
credit card service charge of 53.13. As a matter of fact, the city does not reimburse
for credit card service charges whether it would be something like this or even we
go out and by materials for city usage. One non-bargaining employee for 2024, was
reimbursed for a payment plan of $25. He stated that they know the tuition
