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A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
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On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
One + Days
Varies by course ranging from one to multiple days
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Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
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Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Independent Learning
Components (May Include)
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials are available online within one business day of purchase
Optional purchased print material ships within 7 business days
120 Days - Anytime
120-day access to e-course materials available online within one business day from the date of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
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Paul Thompson
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The Potential Rise of Student Loan Debt Repayment Programs



In December, WorldatWork published an article about a new, inventive program that Abbott, a health-care company based in suburban Chicago, was offering to attract recent college graduates.

The “Freedom 2 Save Program” allows employees to pay off student loans while still obtaining a typical 401(k) match. The program dictates that if an Abbott employee puts at least 2% of pay toward student loans, the company will put 5% of that worker’s pay into a 401(k) account.

Mary Moreland, vice president of compensation and benefits at Abbott, said an employee facing the repayment of a $30,000 student loan debt could wind up accumulating $325,000 less in retirement savings than their debt-free peers, which was a key factor in implementing the program.

Abbott anticipated 2,500 to 3,000 participants at full enrollment and noted that its 401(k) enrollment is around 90%.  

Abbott’s program was in response to the IRS private letter ruling in August that helped to clear the way for employers to begin providing student loan repayment benefits as a part of their 401(k) plan.

In response, many employers and industry groups have pushed for legislation that provides comprehensive guidance on how employers can and should structure student loan repayment benefits under their retirement plans, according to the National Law Review. The Retirement Parity for Student Loans Act, if enacted, would do just that.

As of now, the utilization of this kind of plan is still rare. WorldatWork’s 2018 Total Rewards Inventory Program and Practices survey found that 6% of employers surveyed offered a student loan debt repayment program, which was up only slightly from 4% in 2017.

However, considering the tight labor market, it would stand to reason that more employers will provide this as a future benefit. A survey by SoFi found that 95% of professionals younger than 30 with student debt would be more willing to accept a job if it offered student loan repayment.  

It will be interesting to monitor the potential proliferation of these student loan debt repayment programs, given their potential as a talent attraction and retention tool.

“Implementing a student loan benefits program reflects a company’s true commitment to supporting its employees and helps organizations stand out amongst the competition,” Leigh Gross, vice president of business development at CommonBond, told Forbes.

Looking Ahead
Coming soon in the April 2019 issue of Workspan magazine, WorldatWork contributing writer Trisha L. Howard reports on the small but growing number of businesses that are adding student loan assistance programs, saying that they help attract and retain younger workers.

The article, "Drowning in Debt: Student Loan Assistance Programs Aim to Throw Employees a Lifeline,” discusses several examples including the Step Ahead Student Loan Assistance Program that Fidelity Investments launched in 2016. The Fidelity program provides $167 a month in assistance to eligible employees with a lifetime cap of $10,000. To date, the company reports that more than 9,300 eligible Fidelity employees have taken advantage of the program, with an average savings of $6,200 per person.

The new IRS private letter ruling allows employees to both save and pay off student loan debt.


A Vacation from Debt

Unum announced that beginning it 2020, it will offer a benefit to help its employees tackle student debt. The program will allow U.S. employees to transfer carryover PTO into a payment against student debt, which will be managed by Fidelity Investments. Full-time employees in their first year working at Unum receive 28 PTO days with additional PTO available over time. With the plan, employees can carry over as many as five days of unused paid time.

Legislating Lower Student Debt

In December, Sen. Ron Wyden (D-Ore) introduced the Retirement Parity for Student Loans Act, which would allow employers to make matching contributions under 401(k), 403(b) and savings incentive match plans for employees (SIMPLE plans) with respect to student loan repayments made by employees. Jeffrey M. Holdvogt of the National Law Review writes that the act, if passed, would provide much-needed clarity and guidance for employers considering implementing a student loan repayment program in the future.

The Job Perk of the Future

In a column for Forbes, Laurence Bradford writes that by offering student loan repayment programs, employers can show that they care about their employees’ holistic financial health, both current and future. Bradford provides a comprehensive look at the benefits for both employees and employers to offer programs that assist younger employees with paying off debt.

Automobile Assistance

Fiat Chrysler Automobiles (FCA US) is now offering a way for salaried employees to refinance their student loan debt, reports the Detroit Free Press. Susan Tompor writes that the automaker, whose brands include Ram Trucks, Jeep and Dodge, said it wants to help employees tackle their student debt so they’re better able to save for other things, such as a new home and retirement. 

The More the Merrier

Mike Schabel, CEO of Kiswe, a video-streaming startup, began offering student loan debt assistance as way to compete in recruiting talent aagainst tech giants such as Amazon and Google. Schabel is one of many examples that Danielle Paquette of the Washington Post provides in her article about the influx of companies providing this benefit. One executive told Pacquette that he expects the growth to continue if the country’s unemployment maintains its six-month trend of staying below 4%.

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