| Tuition remission is a benefit available for all terms (Fall, Spring and Summer). Benefits may be used for traditional undergraduate, New College and/or graduate courses for the employee, spouse and child(ren). Tuition remission applies only to courses at St. Edward's University. Loss of eligibility for tuition remission occurs at the end of a semester in which the employee enters an ineligible status (i.e part-time, terminates employment).
Regular full-time employees: A regular full-time employee must complete three months continuous, eligible employment by the first class day to be eligible for tuition remission for themselves and their covered dependents. A regular full-time employee receives 100% tuition remission ONLY when registered for six or fewer credit hours. Tuition remission is an employee benefit, not a subsidy for students; therefore, employees who enroll in St. Edward’s for more than six hours per semester become ineligible for this benefit.
Should an otherwise benefits-eligible temporary appointment be extended to more than 6 months without a break in service, the time worked will be applied to the appropriate waiting period.
Spouse and Dependent Child(ren): The spouse and child(ren) of a regular full-time, eligible employee are eligible for tuition remission after the employee has completed three months of continuous, eligible employment. The spouse and/or child(ren) may then receive a 50% reduction in tuition during the employee's next thirty-three months of continuous, eligible employment. Once the employee has completed three years (thirty-six months) of continuous, eligible employment, the current spouse and/or child(ren) may then receive 100% reduction in tuition. The three month and three year waiting periods must be satisfied on or before the official first class day of the semester in which the dependents are enrolling.
Spouse is defined as the current spouse. Child(ren) is defined as the natural or legally adopted child(ren) of the employee or his/her current spouse. Although the living arrangements and marital status of a child(ren) are not an eligibility factor, the child(ren) must be less than 25 years old on the first class day of the term in which s/he is enrolling.
Phased Retirement Program: Faculty participating in the phased retirement program will be eligible for the same tuition remission benefits as similarly situated full time employees.
Admission, Academic Requirements, Fees: Eligible employees, their spouses and their dependent child(ren) must meet all the admission criteria of the university and be admitted by the appropriate Admissions Office.
To remain eligible from one academic year to the next, the employee, their current spouse or dependent child(ren) must be in good academic standing (2.00 cumulative GPA for undergraduate students and 3.00 cumulative GPA for graduate students). The employee, their current spouse and/or dependent child(ren) must also successfully complete (D grade or better) at least 75% of the credit hours for which they were registered as of the first class day. This determination of 75% completion is based on the hours taken and completed during the previous summer, fall or spring semesters.
There is no enrollment deposit for employees, their spouse and/or their dependent child(ren). There is no application or audit fee for employees; however, spouses and children will be charged the usual application and audit fees. The employee or dependent pays all other fees (student insurance, lab fees, New College Assessment of Prior Learning, parking permits, etc.).
Tax Implications: The tuition remission value that is used for taxation purposes is based on registered courses as of the published Last Day to Drop Unrecorded (administratively referred to as the Official Headcount Date). If, after the published Last Day to Drop Unrecorded, a student drops a course or a Dean approves a Petition for Schedule Adjustment granting a retroactive drop, the full value of the dropped course(s) will remain part of their tax liability, if any.
Under IRS regulations, undergraduate tuition remission is currently a tax-free benefit; however, this tax-free exemption is subject to change at any time.
Under IRS regulations, graduate level tuition remission is currently a taxable benefit. As of January 1, 2007, the first $5250 of an employee’s graduate level tuition remission received within a tax year is “tax-free”. This tax-free exemption is subject to change at any time. The tuition remission value that exceeds any tax-free exemption increases the employee’s total annual salary and is taxed accordingly. If an employee’s spouse or child(ren) receives tuition remission for graduate courses, 100% of that value increases the employee’s total annual salary for tax purposes. Employees are strongly encouraged to discuss all questions related to tax liability with their accountant or tax advisor.
Procedure to Apply for Tuition Remission: Students must complete a Tuition Remission Application form available in Student Financial Services. This form is also available on the SEU website at: www.stedwards.edu/stufinan/form.htm#employee.
The form requires the student to indicate which session and how many credit hours s/he intends to enroll in. The form must be returned to Student Financial Services at least one month prior to registration.
Just as with any other form of institutional assistance, the Office of Student Financial Services determines eligibility; verifying employment, good standing and academic progress. The good standing and satisfactory policies for tuition remission are the same policies used in awarding any other form of financial assistance.
Miscellaneous Information: Tuition remission is an employee fringe benefit but if an employee, spouse, or child(ren) is applying for financial assistance, any tuition remission received is considered part of the financial assistance package. Dependents may be eligible for other university scholarship and grant awards. The combination of tuition remission and these awards will not exceed the annual cost of full-time undergraduate tuition by more than $2,000 per academic year ($1,000 per semester). This amount will be pro-rated for part-time students.
Auditing Information Technology Courses: Benefits-eligible faculty and staff of St. Edward's University may audit professional education courses offered at and by the PEC on a space-available basis for only the cost of books and materials. In all cases, paying students will have enrollment priority; faculty and staff may audit only when space not filled by paying students is available. To audit a PEC information technology course or program, contact the Associate Director of the Professional Education Center. The current schedule of information technology courses available at the PEC may be found at: http://www.pec.stedwards.edu/classSchedule.asp.
Scheduling Classes: Employees are not permitted to take classes during their normal working hours or during any breaks in their normal working hours (including lunch or dinner breaks).
Tuition Remission After Termination of Employment: Retired employees and their spouses are entitled to unlimited free courses. The tuition remission policy in effect at the time of retirement will apply to the child(ren) of an eligible retiree. Permanently and totally disabled employees, their spouses and eligible children are entitled to receive the same tuition remission benefits for which they were eligible at the time the employee separated service because of the disability. Unmarried spouses and eligible children of deceased employees are entitled to receive the same tuition remission benefits for which they were eligible at the time of the employee's death while in active service. Disabled employees and the eligible dependents of disabled/deceased employees must show written evidence of their eligibility for tuition remission at the time of registration. This statement of eligibility will be in a letter format signed by the Director of Human Resources or one of the Administrative Officers. Employees who become ineligible for tuition remission after the first class day may complete the course(s) for which they registered without a loss in benefits.
Tuition Exchange Benefit for Children of Regular Employees: Tuition Exchange is open to children of full-time regular employees who have at least 3 years continuous service. Children interested in participating in this benefit during the Fall semester must make application to St. Edward's Office of Student Financial Services by December 1st of the preceding year.
There are only a very limited number of slots each year and participants will be selected based on their parents' regular seniority. Eligibility for the Program ceases at the end of a semester in which the employee separates service or changes to a non-benefits eligible status.
Please contact the Office of Student Financial Services for more information. Parents and family members can also visit The Tuition Exchange at http://www.tuitionexchange.org and click on “Information for Parents and Their Children” for helpful answers to frequently asked questions.
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