Fiat Chrysler to offer free college for dealership workers and their families
In May, Fiat Chrysler Automobiles (FCA) announced a partnership with Strayer University that allows all employees working at Chrysler, Dodge, Fiat, Jeep, and Ram dealerships to earn a no-cost, no-debt college degree at the for-profit college.
Now, FCA has extended their education benefit Monday to include employees鈥� spouses and children. Now FCA鈥檚 180,000 employees and their can earn a college degree for free.
鈥淒ealers tell us that by their employees,鈥� Al Gardner, Vice President of Dealer Network Development, FCA North America, said in a May press release. 鈥淲ith the increasing cost of a college education, offering free college degrees without the burden of debt presents a significant value that we are pleased to provide and that differentiates us from our competitors.鈥澛�
But Chrysler is not the only company to recognize employees'聽demand for tuition assistance programs.聽McDonald鈥檚 and Chipotle both offer for their employees, up to $1,050 and $5,250 respectively. Starbucks announced in April, offering 100 percent tuition reimbursement for all eligible US employees. And earlier this month, Starbucks announced they would begin providing current or former members of the US Armed Forces with at ASU for a spouse or child.
But Chrysler鈥檚 far-reaching program seems to stand out in that it offers fully paid college tuition to all employees and their families, regardless of veteran status.
And, unlike many other tuition-benefit programs, FCA covers all tuition, fees, and books for employees and their families without any reimbursement process.聽
鈥淭丑别谤别鈥檚 ,鈥� Strayer CEO Karl McDonnell said. 鈥淎ll you have to do is sign up with your dealer and then you attend.鈥�
A 2014 poll by Gallup and the Lumina Foundation found that almost 96 percent of Americans say a degree beyond high school is important, but 聽for everyone in this country who needs it. One-quarter of employees without a college degree say they have asked their employer about potential tuition support or reimbursement opportunities.
But employers don鈥檛 have to stomach education benefits for the good of the public. A lot of times, it makes financial sense.聽
While Chrysler鈥檚 new program may be the gold standard of employee education programs, tax breaks make education benefits feasible for even the smallest companies. Employers' annual reimbursements for education programs up to $5,250 are tax-deductible 鈥� meaning the employer pays very little out of pocket for smaller programs.聽
And instead of wage increases, businesses are offering employees more benefits as a way to cut costs.
鈥�,鈥� Gary Burnison, chief executive of the talent management firm Korn Ferry, told the Washington Post. 鈥淎nd I think one of those is that the raise has gone the way of the gold watch.鈥澛�
Company spending on , compared to a mere 2 percent increase in wages. Benefits make up 31.6 percent of workers鈥� total compensation, and the percentage continues to rise. 聽聽
Not only do more benefits make economic sense compared to wage raises, employers are also encouraged by benefits鈥� ability to recruit and retain employees. In a 2012 report by the consulting firm McKinsey & Company, a majority of respondents report 鈥渢ailored flexible compensation options have a positive impact on retention.鈥� 聽from greater flexible compensation options, and only 6 percent said they had a negative experience from non-traditional benefits.聽
鈥淔amilies are often faced with tough choices about how to pay for college,鈥� Mr. Gardner said in a statement. 鈥淓xpanding this benefit to employees鈥� immediate family members as the 鈥榚mployers of choice.鈥欌��
