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Tuition Remission

Policy Number: HR-22
Effective Date: July 2002
Revisions: October 2004, June 2002, June 2001, July 2000
Responsible Officer: Associate Dean for Administration and Chief of Staff

 

PURPOSE

This policy was established to offer eligible full-time employees and their eligible family members professional development opportunities by providing tuition assistance for credit courses at the College of Medicine when admission requirements are met.

 

I. POLICY

The College of Medicine provides tuition remission to eligible employees, their spouses and their dependent children to enhance their level of occupational proficiency or career potential. Remission funds cover the cost of tuition only. The College of Medicine will waive the University Fee for eligible employees only. Employees on leave (other than Sabbaticals) are not eligible for tuition remission for themselves.

 

II. EXCEPTIONS

Schools and/or programs not eligible for tuition remission include, but are not limited to, the College of Medicine M.D. program, the Executive MBA program and the MBA Online program, any degree or program of the School of Law, the Ed.D. in Educational Leadership and Management, or other programs that require a flat fee which constitutes full time enrollment. Other programs may be excluded by the University without notice. The University reserves the right to limit employee enrollment in each course to 15% of the total enrollment.

 

III.

Employees may not be registered as full-time students. The number of credit hours designating full-time status is determined by the Office of the Provost. Current full-time status for undergraduates is set at 12 credit hours. Current full-time status for graduates is set at nine (9) credit hours.

 

IV. ELIGIBILITY

Tuition Remission is available to full-time paid employees only. Eligible dependents include spouses, same sex domestic partners (certification required) and dependent children who qualify as dependents for federal income tax purposes for the period covered by the request for remission. The following identifies those employee classes and the respective tuition benefit.

 

V. DREXEL TUITION BENEFIT

  1. All employees eligible for tuition remission may receive 100% remission for up to a maximum of three (3) undergraduate (but must be less than 12 credit hours) or two (2) graduate courses but must be less than nine (9) credit hours.
  2. Spouses, same sex domestic partners and eligible dependent children of eligible employees may receive remission of tuition for undergraduate credit courses and programs to which they have been admitted accordingly:
    • 20% - after 1 continuous year of full-time employment
    • 40% - after 2 continuous years of full-time employment
    • 60% - after 3 continuous years of full-time employment
    • 80% - after 4 continuous years of full-time employment
    • 100% - after 5 continuous years of full-time employment

      Benefit eligibility for spouses and dependent children is determined at the start of each term according to the employee's hire date. Spouses and dependent children of eligible employees are not eligible to receive remission of tuition for any graduate courses. Spouses and dependent children must pay University fees.
  3. Benefit is effective upon employment and applies to invoices with payment due dates on or after the date of employment.
    1. Terminations
      1. Voluntary Terminations
        Employees who voluntarily terminate their employment relationship with Drexel University for any reason prior to course completion will be charged a pro-rated amount of the tuition remission.
      2. Involuntary Terminations
        Employees who are terminated for cause or performance will be charged a pro-rated amount of the tuition remission. Employees who lose their positions due to layoff or other reduction-in-force will receive tuition remission for that semester/term only. Eligibility in the program ends upon receipt of written notice of layoff or reduction in force.

 

VI. CLASS ATTENDANCE BY EMPLOYEES

All employees eligible for tuition remission may take up to a maximum of three undergraduate or two graduate courses per term. Course attendance may not interfere with the employee's scheduled work or job performance. Course attendance must occur outside of normal work hours.

At its discretion, management may, with specific department approval, waive this condition if:
it has been determined that a day-time course will directly benefit the employee's performance or will increase his/her potential and value to the University, or a course is required for graduation and it is only available during normal working hours, and an equivalent course is not offered after working hours.

In these scenarios, no more than one course per term (undergraduate or graduate) may be taken during working hours. Please note: Course attendance does not constitute work as defined by the Fair Labor Standards Act, Workers' Compensation Act, and other applicable wages and hour laws.

 

VII. TAX LIABILITY

Employees are fully responsible for any tax liability incurred as a result of these benefits. Additional information concerning tax liability can be found within the Payroll website.

 

Inquiries regarding this policy can be directed to the Human Resources Department.