Effective 2017 Fall Semester
Full-time or three-quarter-time employees interested in attending classes at St. Mary’s as part of the tuition benefits or not as a part of the tuition benefits (degree-seeking or non-degree-seeking) must comply with the Tuition Benefits Policy and complete the Employee Education/Tuition Reimbursement Form.
Full-time faculty and staff employed at least six (6) months are eligible for 100% of the tuition benefits, and three-quarter-time faculty and staff employed at least six (6) months are eligible for 75% of the tuition benefits. (NOTE: Full-time and three-quarter-time employees may apply accredited employment time at a previous institution of higher education to the eligibility period.)
Employees interested in attending classes as part of the tuition benefits (degree-seeking or non-degree-seeking) must complete an admission application, meet all the standard requirements for admission and be admitted to the University.
Employees must have area/departmental supervisor approval to enroll in courses as a degree-seeking or non-degree-seeking student as well as verification of the following:
Upon the supervisor’s approval, an alternative work schedule must be established. The alternative work schedule must include replacement time within the same week or the use of vacation/personal leave for time spent in class (hour-per-hour). The replacement time cannot be considered as overtime. (NOTE: Generally, non-degree seeking students may not be eligible for release time during the regular work-period, unless the course is job-related.)
The tuition benefits cover a maximum of six (6) hours per semester, as identified below, and no more than 18 hours per academic year.
Tuition benefits cover tuition for undergraduate courses at the undergraduate tuition rate, as well as the student activity fee and enrollment deposits
Tuition benefits cover tuition for graduate-level courses and programs* (*approved beginning 2017 fall semester) at an identified tuition rate, which may cover some or all the tuition costs, as well as the student activity fee and enrollment deposit. (NOTE: The balance of tuition costs for courses not fully covered at the identified tuition rate will be the responsibility of the employee.)
Programs* (*approved for inclusion in Employee Tuition Benefits beginning 2017 fall semester):
(NOTE: Not covered or included in Employee Tuition Benefits are: the Greehey MBA Cohort Program; Traditional J.D. Program; applied music courses; independent study courses; continuing education courses; courses taken at off-campus locations or other colleges and universities; or courses requiring the University to submit payment to another institution)
Fees not covered under tuition benefits (travel expenses, course/lab fees, etc.) are the responsibility of the employee and must be paid by the payment due dates set by the Business Office.
Undergraduate tuition benefits for the employee are not subject to federal tax withholding. Graduate-level tuition benefits are not taxable for the employee up to the IRS Regulations maximum for the calendar year. If graduate tuition benefit exceeds the IRS Regulations maximum, the benefit amount will be subject to federal tax withholding. If courses are dropped after the official drop date, employees will still be held responsible for taxable income, if owed.
Tuition benefits are considered a part of a student’s total financial aid package. University financial aid, merit scholarships, and tuition benefits cannot exceed the total cost of tuition. If the student (undergraduate, graduate, law, or Ph.D.) is awarded University financial aid and/or a scholarship that would cause the limit to be exceeded, the aid and scholarship will be reduced.
Space in a class for an employee on tuition benefits is subject to availability, program design and possibly years of employment at the University.
Late fees are the responsibility of the student. (NOTE: To avoid additional late fees, do not wait until tuition benefits are posted to your account before paying the non-covered fees.)