Barrington Bowling Center, Inc (DBA Poplar Creek Bowl) is pleased to be able to offer a Tuition
Reimbursement Program for our team members. Benefits are available to a maximum of 5 team members per
school semester. Below are the requirements and conditions that team members must meet to qualify for
tuition reimbursement

  1. Qualifying Colleges/Universities
    You must be attending Harper College in Palatine, Elgin Community College in Elgin, or Judson University in Elgin.
  2. Course Requirements
    Barrington Bowling Center, Inc will provide tuition reimbursement for approved academic course at one of the
    colleges/universities listed above. Curriculum approval will be at the sole discretion of Barrington Bowling Center, Inc.
  3. Academic Requirements
    You must maintain a grade average of “C” or above, or a rating of “Satisfactory” or “Pass” for non-letter graded courses
    for the term of the semester period for each course taken to qualify for tuition reimbursement.
  4. Employment Requirements
    You agree to work an average of 30 hours per work week to qualify for 100% of the maximum benefit per semester
    period. If you average 15 – 29 hours per work week you will qualify for a tuition reimbursement of 50% of the maximum benefit per semester. In addition, you agree you will maintain a work rating of “Satisfactory” or above during
    throughout your employment with Barrington Bowling Center, Inc. Work ratings will be determined by monthly
    performance reviews given by your supervisor(s). Employees working less than 15 hours per week are not eligible for
    the Tuition Reimbursement Program. Average hours per week are tracked by our payroll/time clock system.
  5. Eligibility
    Employees will become eligible for the Tuition Reimbursement Program after 30 days of employment with Barrington
    Bowling Center, Inc and receiving a work rating of “Satisfactory” or above at your 30-day performance review. You must be employed at Barrington Bowling Center, Inc for 30 days prior to the start of the semester period you are seeking reimbursement for to qualify for that semester period, unless authorized by the General Manager.
  6. Reimbursement
    Barrington Bowling Center, Inc will provide Tuition Reimbursement at the rate of $133.50 per credit hour up to a
    maximum of 15 credit hours for a total maximum benefit of $2002.50 per semester to an employee working an average of 30 hours per week and meeting all requirements above, or the rate of $66.75 per credit hour up to a maximum of 15 credit hours for a total maximum benefit of $1001.25 per semester to an employee working an average of 15-29 hours per week and meeting all the requirements above.
  7. Disqualification
    An employee will be disqualified from the Tuition Reimbursement Program under the following conditions:

    – An average grade of “C” or above is not maintained for the course that reimbursement is being requested for (or a
    rating of satisfactory or pass for a course not letter graded)

    – A Work Rating of “Satisfactory” or above is not maintained during the semester period reimbursement is being
    requested for.

    – A “3 strike” system for disciplinary reasons will be employed during the semester period. Receiving 3 write ups for
    disciplinary reasons during a semester will result in disqualification from the Tuition Reimbursement Program. Some
    examples of actions resulting in a write up include but are not limited to – failure to show up for your shift without
    notifying your supervisor, not performing your assigned duties, disrespectfulness towards your coworkers, supervisors,
    or customers.

    – Theft will result in immediate termination of employment at Barrington Bowling Center, Inc. and disqualification from
    the Tuition Reimbursement Program.
  8. Medical/Illness
    If you miss work due to a medical issue or illness, you will be required to provide proof in the form of writing from a
    doctor/physician. Excused medical absences will not affect your average hours worked requirement. Final determination will be the sole determination of your supervisor(s) if medical absences are deemed excessive.

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