成人AV视频

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Regulations and Policies

Regulations & Policies

Human Resources


I. OBJECTIVE & PURPOSE

The purpose of this policy is to offer a benefit to eligible University employees by providing assistance to spouses, domestic partners, and qualifying children who are seeking a college education at the undergraduate or graduate level.

II. STATEMENT OF POLICY

It is the policy of the University to offer eligible employees financial assistance for the education of spouses, domestic partners, and employees’ qualifying children, subject to published guidelines and procedures.  This benefit only includes University paid tuition at the in-state rate, and certain fees.  The benefit does not cover other fees, books, or supplies.  Specific information on excluded fees and costs can be found here: /records/state-employee.html.

III. DEFINITIONS

For the purposes of this Policy, the following definitions apply:

  1. Qualifying Child means a biological child, legally adopted child, or child placed in the home for the purpose of adoption through the end of the calendar year in which the person turns age 26.
  2. Beneficiary means the spouse, domestic partner, or Qualifying Child receiving the benefit of this Program in a given semester.

IV. STATEMENT OF GUIDELINES

A. Eligible Employees

1) Full time University and direct support organization (DSO) employes in good standing, who have been employed for at least six (6) months in a budgeted position, may cover up to three (3) credit hours at the University to one Beneficiary each semester.
            For the purposes of this Policy, an employee shall not be considered “in good standing” if the employee has been issued a notice of non-reappointment or notice of termination for just cause or if the employee’s overall performance is below the satisfactory level.
2) If the employee’s spouse or domestic partner is also employed by the University and is an eligible employee under the Program, then each employee may designate the same or different Qualifying Child to receive up to three (3) credit hours from each employee, for a total of up to six (6) credit hours.  An eligible employee may not receive a tuition benefit under this Program from their spouse or domestic partner; all tuition benefits for the employee’s own use are governed by the Employee Education Program Policy, 4.0220P.
3) Upon request, an employee must produce any supporting documentation requested by 成人AV视频 to show that the Beneficiary meets the criteria set forth in this Policy.
4) As an employee benefit, the employee must remain in employee status for the duration of the semester in order for the Beneficiary to receive paid tuition.  If the employee separates during the semester, then the tuition benefit will be forfeited and the full tuition will become due and may be deducted from the employee’s final paycheck pursuant to the University Employee Debt Collection Policy.
5)  This Program is not available to OPS employees, student employees, adjuncts, part-time employees, or temporary personnel.
6)  If the employee has been continuously employed by the University for six months, but a portion of that time was in a position ineligible for the Program, the employee may receive credit for the prior time by contacting the Office of Human Resources.
7)  Eligibility to utilize the Program does not guarantee admission to the University or to any specific program or course.
B. Use of Tuition Benefit
1) The tuition benefits in this Program cannot be transferred.  For example, a Beneficiary cannot transfer their tuition benefit under this Program to the employee for the employee’s own coursework.
2) Unused tuition hours do not roll over, nor can they be carried over into another semester. 
3)  The University reserves the right to exempt specific courses from Program eligibility.  For a list of exempted courses for a specific semester, contact the E Registrar’s Office.
4)  The lifetime maximum is 132 attempted credit hours per individual through this Program.
C. Financial Value of the Benefit
1) The value of course taken using the Program is not used to compute the employee’s base rate of pay or regular rate of pay.
2) If the Beneficiary is not eligible for in-state tuition, they must pay the out-of-state portion.
3) The University is not responsible for any tax liability arising from the use of the Program.
4) Recipients of other scholarships and/or funding sources shall be subject to those provisions first, and the Tuition Scholarship Program shall be the last source of funding.
D. Sufficient Progress Required to Retain Benefits.
1) The Beneficiary must remain in good academic standing as defined by University policy.
2) If the Beneficiary does not complete a course for which they have used Program benefits, then they are not eligible to use the Program the following semester. For example, if the Beneficiary used the Program for a course in the Spring semester but withdrew, they would not be eligible to use the Program for the Summer semester(s). The Beneficiary would become eligible to use the Program again in the Fall.
3) Designations such as withdraw (W) or incomplete (I) do not satisfy the requirements for sufficient progress and will count toward the lifetime maximum use of the Program.

V. STATEMENT OF PROCEDURES

    1. The employee is responsible for completing the “Tuition Scholarship for Spouses, Domestic Partners, or Children” form and submitting it by the published deadline.
    2. The Beneficiary must apply for admission, must meet admissions criteria, and complete registration requirements.  
    3. Each year, the Beneficiary must add the employee in the parent portal to enable the employee to assign the benefit to them. The employee must then approve and complete the form to designate the Beneficiary.  Failure to complete this process annually may result in denial of or delay in providing benefits under this Program.
    4. Any Beneficiary receiving Student Financial Aid must notify the Office of Financial Aid of the use of this Program prior to registering for classes.

VI. EXCEPTIONS

In unique circumstances, the University may make exceptions to these guidelines or procedures. Requests for exceptions should be submitted to the Office of Human Resources. In addition to a statement of the employee’s reasons for needing the exception, the employee must submit documentation substantiating the request: for example, a medical doctor’s verification of an illness that prevented completion of the course. The request will be reviewed by the Office of Human Resources in conjunction with the Registrar’s Office for a determination.

Adopted by the 成人AV视频 Board of Trustees as part of the University’s Personnel Program on January 26, 2006, Amended 1-23-2009; 06/25/2024.

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