Tuition Waiver/Tuition Reduction Policies

Non-degree seeking Student

A Non-degree seeking Student is anyone taking a class or program who is not enrolled as a degree-seeking or certificate-seeking student.

Degree-seeking Student

A Degree-seeking Student is anyone taking a class or program who is enrolled as a degree-seeking or certificate-seeking student.

Employees

All benefits-eligible faculty and non-faculty employees (including part-time employees regularly working in excess of 19.2 hours a week) are eligible to receive a tuition waiver after successfully completing six months of continuous employment from his or her date of hire.  An employee is not eligible for a tuition waiver during a leave of absence, except for the purpose of an approved practicum leave that is required for degree completion or authorized furlough. If a furloughed employee occupies a position that at the end of the furlough period is eliminated, the waiver will remain in effect until the end of the currently enrolled semester.

Family Members

For the purpose of this policy, “Family Members” are defined as an employee’s spouse, domestic partner, and dependent child(ren) under 24 years of age (see Taxation section for details). Employees must complete an Affidavit of Domestic Partnership to certify domestic partnership.  Family Members are eligible to receive a tuition reduction after the employee’s successful completion of six months of continuous employment from his or her date of hire.  A child of two eligible NSU employees is entitled to receive only one tuition reduction per class or program.  The definition of “Family Member” is applicable to University School, Baudhuin Preschool, and Camp Nova programs.

Vendor Employees

For the purpose of this policy, “Vendor Employees” are defined as persons employed by certain service providers independently contracted through the Office of Business Services or Facilities Management and regularly working in excess of 19.2 hours a week.  Vendor eligibility in the NSU Tuition Reduction program shall be limited to onsite service contractors as solely determined by the Office of Business Services and the Office of Facilities Management. To verify eligibility for a tuition reduction under this policy, individuals should check with the contracting department and the Office of Human Resources.  Family members of Vendor Employees are not eligible for the Tuition Reduction program. 

Policy Application

Dean/Center Head Approval

An employee’s first priority is the successful completion of his or her job responsibilities.  Accordingly, permission to attend classes during an employee’s regularly scheduled working hours is at his or her supervisor’s discretion, subject to the operational needs of the work center or department and must be approved by the supervisor or dean/center head, according to college/center procedure.  The supervisor or dean/center head may deny a tuition waiver request if attending classes during regularly scheduled working hours may interfere with the employee’s work performance or department/center operations.

Overall Good Academic Standing Requirement

Employees who are enrolled as degree-seeking or certificate-seeking students must maintain “overall good academic standing” status as defined by their academic program, or they will lose their eligibility for the tuition waiver benefit.  Employees will remain ineligible for the tuition waiver benefit until overall good academic standing status is regained.  If eligibility is lost, the cost of all class work required to regain overall good academic standing status will be the responsibility of the employee.  Once overall good academic standing status is regained, eligibility for the tuition waiver benefit will be restored. 

Other Requirements 

Employees taking classes paid for by tuition waiver have the same financial and academic responsibilities as non-tuition waiver students. Employees using a tuition waiver may attend classes as space is available, no classes or clusters will be created solely for employees using a tuition waiver.

Employees hired after June 30, 2010 may receive a tuition waiver for a maximum of two classes per semester. After June 30, 2020, all employees, regardless of hire date, may receive a tuition waiver for a maximum of two classes per semester.

Online Tuition Waiver/Reduction Form Completion

The Tuition Waiver/Reduction Form is available online in the WebSTAR Information System, accessible through the Sharklink portal (https://sharklink.nova.edu), locate and click on the following menu items: WebSTAR > Employee > Tuition Waiver > Tuition Waiver/Reduction Form.

Tuition Waiver/Reduction Form Due Date

The online Tuition Waiver/Reduction Form may be submitted after course registration and no later than two weeks after the published start date of the class.

Financial Aid

Employees who are Florida residents and studying full-time at the undergraduate level also are required to apply for the Florida Effective Access to Student Education Grant (EASE). This process does not apply to employees who will use the tuition waiver benefit for the Baudhuin Preschool or University School.

Upon receipt of the Tuition Waiver form, the Enrollment and Student Services scholarship area will make the necessary adjustments to the financial aid award of an eligible employee to ensure that the tuition waiver is considered as a resource for financial aid purposes.

The monetary value of the tuition waiver benefit, in combination with other financial aid assistance designated toward tuition and fees shall not exceed the total cost of tuition and fees.

Tuition Waiver Benefit Amounts

The above definitions and tuition waiver policy are applicable to the following:

• Undergraduate Degree Programs
  • Eligible employees enrolled in for-credit classes or undergraduate pre-requisite courses necessary for an undergraduate degree program will receive a 100% tuition waiver.
  • The amount of the tuition waiver is determined on a per credit hour basis.
  • Employees who drop/withdraw from a class after the initial drop period or receive a final grade lower than a “C” or a “fail” in a “pass/fail” class for which a tuition waiver was applied for an Undergraduate Degree Program shall lose the tuition waiver benefit for the next applicable term. See the Quick Reference Tables on the last page of the Tuition Waiver Policy. If taking a class during an ineligible tuition waiver semester/term, the employee will do so at his or her own expense. Employees receive an email in reference to the loss of the tuition waiver benefit. This email clearly defines the semester or term in which the employee is no longer eligible for the tuition waiver benefit.

• Master’s Degree Programs
  • Eligible employees enrolled in for-credit classes (including enrollment in courses at the Health Professions Division or master’s level pre-requisite courses necessary for a master’s degree program) will receive an 80% tuition waiver.
  • If hired before July 1, 2010, employees enrolled in for-credit classes in non-HPD courses will continue to receive a 100% tuition waiver until June 30, 2020 for semesters open for registration.
  • The waiver percentage is applied to tuition net of any applicable program or institutional discounts.
  • The amount of the tuition waiver is determined on a per credit hour basis.
  • Employees who drop/withdraw from a class after the initial drop period or receive a final grade lower than a “C” or a “fail” in a “pass/fail” class for which a tuition waiver was applied for Master’s Degree Program shall lose the tuition waiver benefit for the next applicable term. See the Quick Reference Tables on the last page of the Tuition Waiver Policy. If taking a class during an ineligible tuition waiver semester/term, the employee will do so at his or her own expense. Employees receive an email in reference to the loss of the tuition waiver benefit. This email clearly defines the semester or term in which the employee is no longer eligible for the tuition waiver benefit.

• Doctoral Programs
  • Eligible employees enrolled in for-credit classes (including those enrolled in courses at the Health Professions Division and the Law Center or doctoral pre-requisite courses necessary for a doctoral degree program) will receive a 50% tuition waiver.
  • If hired before July 1, 2010, employees enrolled in for-credit in non-HPD, Law, and doctoral classes that are offered and taken in an evening, weekend, or online format will continue to receive a 100% tuition waiver until June 30, 2020 for semesters open for registration.
  • The waiver percentage is applied to tuition net of any applicable program or institutional discounts.
  • The registration of an employee in a doctoral class will not count toward the minimum number of students required to form a class or cluster.
  • Employees who drop/withdraw from a class after the initial drop period or receive a final grade lower than a “C” or a “fail” in a “pass/fail” class for which a tuition waiver was applied for a Doctoral Degree Program shall lose the tuition waiver benefit for the next applicable term. See the Quick Reference Tables on the last page of the Tuition Waiver Policy. If taking a class during an ineligible tuition waiver semester/term, the employee will do so at his or her own expense. Employees receive an email in reference to the loss of the tuition waiver benefit. This email clearly defines the semester or term in which the employee is no longer eligible for the tuition waiver benefit.

Reimbursement of Tuition

Employees must be classified as benefits-eligible on the first and last day of the class.  Upon termination of employment for any reason, the employee will reimburse the University for the amount of the class tuition and all applicable fees covered by a tuition waiver for classes in which the employee is currently attending and/or for tuition waivers granted for future semesters or terms.  In instances where tuition is paid on a schedule other than class-by-class basis, (e.g. the University School, certain doctoral programs, etc.), the reimbursement amount will be determined on a pro-rata basis.  The reimbursement amount will be deemed payable-in-full at the time of termination of employment.  As a condition of the tuition waiver program, an employee agrees that the University has the right to deduct the reimbursement amount from the employee's final paycheck. Reimbursement exceptions may be applied at the university’s discretion for special circumstances such as position elimination.

Policy Application

Center Head Approval –

A vendor employee’s first priority is the successful completion of his or her job responsibilities.  Accordingly, permission to attend classes during an employee’s regularly scheduled working hours is at his or her supervisor’s discretion, subject to the operational needs of the work location, and must be pre-approved by the appropriate level supervisor.  The appropriate level supervisor may deny a tuition reduction request if the supervisor believes that attending classes during regularly scheduled working hours may interfere with the vendor employee’s work performance or operations.

Overall Good Academic Standing Requirement –

Vendor employees must be enrolled as degree-seeking or certificate-seeking students and must maintain “overall good academic standing” status as defined by their academic program, or they will lose their eligibility for the tuition reduction benefit.  Vendor employees will remain ineligible for the tuition reduction benefit until overall good academic standing status is regained.  If eligibility is lost, the cost of all class work required to regain overall good academic standing status will be the responsibility of the vendor employee.  Once overall good academic standing status is regained, eligibility for the tuition reduction benefit will be restored. 

Other Requirements –

Vendor employees taking courses paid for by tuition reduction will have the same financial and academic responsibilities as non-tuition reduction students. Vendor employees are enrolled in tuition reduction classes on a space-available basis. No classes or clusters will be created solely for vendor employees receiving a tuition reduction.

Vendor employees hired after June 30, 2010, may receive tuition reductions for a maximum of two classes per semester. After June 30, 2020, all vendor employees, regardless of hire date, may receive tuition reductions for a maximum of two classes per semester.

Tuition Reduction Form Completion –

A Tuition Reduction form (available in paper format from the Office of Human Resources and departmental contacts) must be completed as described below:

• Section I: completed by the vendor employee regarding personal and class information. Vendor employee must sign the Tuition Reduction form and indicate acknowledgment of the agreement. Start dates and end dates must be included.
• Section II: completed by the vendor employee's department or center authorized signatory.

• Section III: completed by the Office of Human Resources where employment eligibility and the percentage of tuition reduction will be verified.  Tuition reductions are approved for the upcoming semester or term only.
• Section IV: completed by the Enrollment and Student Services scholarship area.  This area will verify overall good academic standing and will distribute copies of the completed Tuition Reduction form to Payroll.
• Section V: completed by the Payroll Department.  This department will determine the taxation requirements and forward a copy of the completed tuition reduction form to the Office of Human Resources.

Vendor employees must complete and attach a W-9 form to the Tuition Reduction form.  Tuition reductions will NOT be granted if a W-9 form is not submitted with the Tuition Reduction form.

Tuition Reduction Form Due Date –

The Tuition Reduction form must be submitted to the Office of Human Resources at the time of registration, but no later than two weeks after the published start date of the class. Tuition Reduction forms received after two weeks of the published start date of the class will NOT be accepted.

Financial Aid –

Vendor employees who are Florida residents and studying full-time at the undergraduate level are required to apply for the

Upon receipt of the Tuition Reduction form, the Enrollment and Student Services scholarship area will make the necessary adjustments to the financial aid award of an eligible vendor employee to ensure that the tuition reduction is considered as a resource for financial aid purposes.

The monetary value of the tuition reduction benefit, in combination with other financial aid assistance designated toward tuition and fees shall not exceed the total cost of tuition and fees.

Tuition Reduction Amount –

The above definitions and tuition reduction policy are limited to undergraduate degree programs only.  There are no tuition reductions available for vendor employees taking masters or doctoral level classes or for dependents enrolled at the University School or Baudhuin Preschool.

• Undergraduate Degree Programs
  • Eligible Vendor employees enrolled in for-credit classes will receive a 100% tuition reduction.
  • The amount of the tuition reduction is determined on a per credit hour basis.
  • Vendor employees who drop/withdraw from a class after the initial drop period or receive a final grade lower than a “C” or a “fail” in a “pass/fail” class for which a tuition reduction was applied shall lose the tuition reduction benefit for the next applicable term.  See the Quick Reference Tables on the last page of the Tuition Waiver Policy.  If taking a class during an ineligible tuition reduction semester or term, the vendor employee will do so at his/her own expense.  Vendor employees receive an email in reference to the loss of the tuition reduction benefit.  This email clearly defines the semester/term in which the vendor employee is no longer eligible for the tuition reduction benefit.

Reimbursement of Tuition –

Vendor employees must be classified as benefits-eligible on the first and last day of the class in which the vendor employee is enrolled.  Upon termination of employment for any reason, the vendor employee will reimburse the University for the full amount of the class tuition and all applicable fees covered by a tuition reduction for classes in which the vendor employee is currently attending and/or for tuition reductions granted for future semesters or terms.  The reimbursement amount will be deemed payable-in-full at the time of termination of employment.  As a condition of the tuition reduction program, the vendor employee agrees and the University reserves the right to request of the vendor’s employer to deduct the reimbursement amount from the vendor employee's final paycheck.

Tax Implications for Participants-

Federal tax law currently excludes the value of certain employer-provided educational assistance benefits from an employee’s taxable income.  Tax-free educational assistance benefits include payments for tuition, fees and related expenses, e.g. books, supplies, equipment, etc.  This exclusion applies only to benefits provided to eligible participants for either undergraduate or graduate-level courses subject to limitations set forth below.

Graduate Education –

The value of tuition assistance benefits for graduate education up to $5,250 per calendar year is not subject to income taxation.  The value of benefits in excess of $5,250 per calendar year is subject to federal income taxation and will be taxed to the employee.  Taxes will be withheld from the employee’s payroll checks. The full value of graduate tuition assistance benefits received by an employee's spouse, child, or domestic partner is taxable to the employee.  Taxes will be withheld from the employee’s payroll checks.

Undergraduate Education –

The value of tuition assistance benefits for undergraduate education received by an employee, his/her spouse or “eligible dependent child” as specifically defined below is not subject to taxation.

A "dependent child" includes a son, daughter, stepson, stepdaughter, adopted son, adopted daughter, or a foster child placed with the employee by an authorized placement agency or by judgment or order of the court who has: (i) not attained the age of 24 as of the close of the calendar year, (ii) the same principal place of abode as the employee for more than one-half of the calendar year and (iii) received over half of his or her support from the employee for the calendar year (per IRS exemption criteria, exceptions are permitted for temporary absences or multiple support agreements, children of divorced or separated parents, or parents who live apart).

The value of tuition assistance benefits received by vendor employees for undergraduate education is taxed to the vendor employee and will be reflected as non-employee compensation on an IRS 1099-MISC form mailed to the vendor employee at the end of each calendar year.  Vendor employees must complete a W-9 form each calendar year in which tuition assistance is received and submit it with the Tuition Reduction form at the time of registration but no later than two weeks after the start of class.

It is recommended that all recipients of tuition assistance consult their tax advisor regarding the tax treatment of this benefit.

Quick Reference Table - Tuition Waiver Benefit Taxation

Three semester programs

Four term programs