Section 2 - General Policies



Policy: The President of Lamar University is authorized to expend public funds for the training and education of the institution’s employees where the training or education is related to the current or prospective duty assignment of the employee. (For Lamar University Employee Education and Training Policy see policy 5.7.)

1. Seminars and Workshops:

1.1 An employee may take time off from regularly assigned duties to participate in seminars, workshops or similar training events of a limited duration if the employee’s supervisor(s) determines that the seminar, workshop, or similar training events will enhance the employee’s job performance.

1.2 Subject to availability, funds may be expended for employee participation in seminars, workshops or similar training events of limited duration if the following conditions are met:

1.2.1 The employee’s supervisor has determined that the seminar, workshop, or similar event will enhance the employee’s job performance.

1.2.2 Reimbursable expenses incurred (i.e., attendance charges, tuition, course-related materials, and travel expenses) are determined to be cost-effective.

1.2.3 Travel request was approved by the employee’s supervisor in advance of training.

1.3 Travel expense reimbursement for seminars, workshops, and similar training events must meet all applicable policies, rules and statutory provisions regarding travel by state employees.

2. Continuing Professional Education (CPE):

Funds may be expended for continuing professional education required to maintain a professional license or certification for those positions which require such licenses or certification and for positions in which a license or certification is desirable.

3. College Courses: (See University Policy 5.7)

Subject to availability of funding, employees may be reimbursed for the cost of tuition, fees, and other approved course-related charges for certain college courses if the following conditions are met:

3.1 The employee’s supervisor has determined that the course will enhance the employee’s job performance.

3.2 The course is taken in accordance with the Lamar University Employee Education and Training Plan, Policy 5.7.

4. Restrictions on Certain Training: (Subchapter D. Chapter 656, Title 6, Texas Government Code)

4.1.1 ―Training‖ means instruction, teaching, or other education received by a state employee that is not normally received by other state employees and is designed to enhance the ability of the employee to perform his/her job. The term includes participation on a course of study at an institution of higher education if the employing state agency (Lamar University) spends money to assist the state employee to meet the expenses of the course of study or pays salary to the employee to undertake the course of study as an assigned duty. The term does not include training required either by state or federal law or that is determined necessary by the agency and offered to all employees performing jobs.

4.2 If an employee receives training, as defined in the Subchapter, and during the training period does not perform his/her regular duties for three or more months as a result of the training, then the employee must agree in writing before the training begins to:

4.2.1 work for Lamar University following completion of the training for at least one month for each month of the training period; or

4.2.2 reimburse the agency for all the costs associated with the training that were paid during the training period, including any amounts of the employee’s salary that were paid and that were not accounted for as paid vacation or compensatory leave.

4.3 An employee may make a written request to the President of Lamar University to waive the requirements in section 4.2 and release an employee from the obligation to meet them. The President may authorize such a waiver if he finds such action is in the best interest of the University or is warranted because of extreme personal hardship suffered by the employee.

4.4 If the employee does not provide the services required under Subsection 4.2 of this Policy, provides those services for less than the required term, or fails to make any required payments and is not released from the obligation, the employee is liable to the institution for the obligated amount, and reasonable expenses incurred in obtaining payment, including attorney’s fees and other collection costs.



The Texas State University System, Rules and Regulations, Chapter V, Section 6,

State Employee Training Act

Texas Government Code, §656.048