University Policy 5
Family Tuition Waiver
Initially approved: 2012 May 29Policy Topic: Human Resources—Educational BenefitsAdministering Office: Human Resources
Posted for Comment: 2012 May 28; Comment Period Closed: 2012 June 08
Issued 2012 June 08
I. POLICY STATEMENT
The Family Tuition Waiver benefit provides eligible employees with a low cost Kettering education for their eligible spouse and dependent children.
II. SCOPE AND APPLICATION OF POLICY
This benefit applies to eligible full time faculty and staff members.
Spouse: The legally married wife or husband of an employee.
Dependent Children: Children who meet, or may meet, the definition of an IRS dependent child. Current IRS definition: The child must be the employee’s son, daughter, stepchild, or foster child; the child must be (a) under age 19 at the end of the year and younger than employee (or employee’s spouse, if filing jointly), (b) under age 24 at the end of the year, a full-time student, and younger than the employee (or the employee’s spouse, if filing jointly), or (c) any age if permanently and totally disabled; the child must have lived with the employee for more than half of the year; the child must not have provided more than half of his or her own support for the year; the child is not filing a joint return for the year (unless that joint return is filed only as a claim for refund). For more information, go to IRS.gov.
Tuition Waiver: Employee benefit that waives most instructional costs associated with undergraduate enrollment at Kettering.
IV. REQUIREMENTS & PROCEDURES
Employee Eligibility: To be eligible to participate, employees must meet all of the following requirements:
- At least one year of Kettering service in good standing as a benefits-eligible, full time regular employee prior to the start of classes;
- At time of application, on active employee status. This includes short-term disability leaves, sabbaticals, fellowships, other paid leaves, or leaves when serving on behalf of Kettering. This does not include employees on unpaid personal leave of absence or unpaid disciplinary suspension.
Student Eligibility: To be eligible to participate, the student must meet all of the following requirements:
- A married spouse or dependent child of an eligible employee;
- Fully qualified academically as determined by acceptance through the Admissions Department.
Tuition Expenses Waived: 98% of undergraduate tuition expenses (full tuition, before any scholarship or other discounts), less any federal or state financial aid grant awards and/or Kettering scholarship awards and/or paid tuition or tuition reimbursement from a corporate partner or any other source for any term. Tuition includes thesis costs.
Expenses Not Waived: Graduate tuition, room, board, books, other instruction-related materials, non-instructional expenses or any other non-tuition costs.
- The student must complete the undergraduate admissions process and be admitted as a student by the University;
- The student must complete a Free Application for Federal Student Aid (FAFSA) annually. This form is available from the Financial Aid department and at http://www.fafsa.ed.gov/ Federal and state financial aid grants will be applied to the tuition waiver. Proof of FAFSA application must be provided with program application;
- Failure to complete and submit these forms a minimum in accordance with the published deadline will result in denial of this tuition waiver benefit. The employee will be responsible for payment of all tuition costs.
- In the event of the eligible employees’ death, long term disability leave or retirement, benefits for an enrolled spouse or dependent child will continue until completion of an undergraduate degree or maximum term limit, whichever comes first. New enrollments will not be accepted.
- The employee must complete an Family Tuition Waiver Application and provide all relevant documentation each term and submit it to Human Resources by the following deadlines:
- Summer Term—June 1
- Fall Term—September 1
- Winter Term—December 1
- Sprint Term—March 1
- The employee must provide Human Resources with relevant documentation if the student receives paid tuition or tuition reimbursement from a corporate partner or any other source for any term. Failure to communicate any applicable tuition awards may result in employee disciplinary action and denial of all current and future tuition waiver benefits.
- The student must maintain acceptable academic standards to maintain enrollment;
- The student must maintain the highest level of conduct and academic integrity to maintain enrollment and participate in the tuition waiver benefit. Failure to do so may result in disciplinary action, including dismissal.
Degree and Term Limits
Each employee’s spouse and dependent child may receive tuition waiver benefits for completion of one undergraduate degree or a maximum of eleven (11) terms toward an undergraduate degree, whichever comes first.
Participation in any employer-provided educational tuition waiver may result in tax consequences to the employee.
V. POLICY REVIEW REQUIREMENTS
This policy shall be reviewed every four years by Human Resources and the University’s officers.