Benefi ts 297
the employee can be allowed to leave earlier that day to travel to class. Some
employers may not be able to afford college tuition; however, they may
be able to afford to purchase textbooks that can become the property of
the organization once a class is completed. When appropriate, an employer
can substitute tuition for attending conferences out of town. Often the cost
of a college class for a semester of learning is less than a conference regis-
tration fee, hotel, meals, and transportation expenses, not to mention the
employee ’ s time away from work.
Employers can provide information to their employees on the tax cred-
its and deductions sanctioned by the IRS that are available to help offset
the cost of higher education. For example, the Hope Credit provides up to
$ 1,650 credit per eligible student, available only until the fi rst two years
of postsecondary education are completed. The Lifetime Learning Credit
provides up to $ 2,000 credit per return, and there is no limit on the num-
ber of years a lifetime learning credit can be claimed based on the same
student ’ s expense. It is available for all years of postsecondary education
and for courses taken to acquire or improve job skills. It is available for an
unlimited number of years; students do not need to be pursuing a degree
or other recognized education credential; it is available for one or
more courses; and the felony drug conviction rule that disqualifi es other-
wise qualifi ed students from receiving fi nancial assistance does not apply.
The Lifetime Learning Credit may be limited by the amount of a student ’ s
income and the amount of tax liability.
Quality-of-Work and Quality-of-Life Issues
Changes in family structures and employee
priorities have encouraged the evolution
of a variety of employer - provided ben-
efi ts. Employers wishing to compete for
highly skilled employees believe that qual-
ity - of - work and quality - of - life benefi ts can
give them a competitive edge.
Quality - of - life and quality - of - work
benefi ts have become very important in
organizations ’ ability to attract and motivate employees. Many nonprofi ts are
unable to compete in benefi ts such as child care, dental care, or tuition reim-
bursement, so to remain competitive, they tend to offer health insurance and
lots of fl exibility as a way to assist employees in balancing work and family.
Employers wishing to
compete for highly skilled
employees believe that
quality - of - work and quality -
of - life benefi ts can give
them a competitive edge.
