Qualified Tuition Reduction

Eligibility

Eligibility for QTR and DPTP begins on the first day of the employee's full-benefits-eligible employment. Reduced rates are available only for classes that begin subsequent to that date. The reduced tuition rate, once applied, shall remain in effect for the entire semester or session, even if the employee’s status changes.

Employees

Employees may register for up to 9 credit hours per regular semester, up to 6 credit hours per regular summer session, and up to 4 credit hours per winter session at the reduced rate of $25. QTR and DPTP do not include any laboratory, course, or materials fees.

Spouses/Domestic Partners

An employee’s spouse or eligible domestic partner may register for 1–9 credit hours per regular semester and 1–6 credit hours per summer session at the reduced rate of $25 per semester, winter session, or summer session, plus any laboratory, course, or materials fees. Spouses/domestic partners who register for credit hours in excess of 9 per regular semester and 6 per summer session shall pay actual resident tuition for hours over the stated cap.

Dependents

An employee’s eligible dependent children may register for one or more courses at the rate of 25 percent of the full fees plus any laboratory, course, or materials fees. A dependent child must be younger than age 30 as of the first day of the semester for which QTR or DPTP is requested and must be claimed as the employee’s or the domestic partner’s dependent for federal tax purposes in the calendar year the tuition reduction is applied. QTR and DPTP applications for dependent children are subject to random audit.

Retirees

Retirees, along with their spouses/domestic partners and dependent children, continue to be eligible for QTR and DPTP as long as they retired with official retirement status and were eligible for QTR or DPTP at the time of their retirement.

Leave of Absence

Employees on an approved leave of absence, along with their spouse/domestic partner and eligible dependent children, continue to be eligible for QTR and DPTP for the duration of the approved absence.

Reorganization/Reduction in Force

An eligible University Staff or Classified Staff employee whose position is eliminated as a result of a reorganization or reduction in force, along with the employee's spouse and dependent children, may be eligible to receive the QTR benefit, but not the DPTP benefit, for a period not to exceed 12 months from the effective date of the reorganization/reduction in force. To be eligible, the employee must have been employed at least five (5) consecutive years at the University immediately prior to the effective date of the reorganization/reduction in force and have satisfactory or better work performance. Eligibility continues through any semester or session that commences at least one day before the expiration of the 12-month period from the termination effective date.

Spouses/Dependents of Deceased Employees

Upon the death of an eligible employee, retiree, or employee who (1) terminated employment for reasons relating to a long-term disability, and (2) had at least five (5) continuous years of full-time employment with the University, the employee's spouse and eligible dependent children remain eligible for QTR but not DPTP. The spousal benefit terminates at the time a surviving spouse remarries. The dependent benefit terminates at the time the dependent reaches age 30, or is no longer claimed as a dependent by the surviving spouse or the employee's estate.

Affiliated Unit Employees

Employees of an affiliated unit, and in some cases also their spouses and dependent children, may qualify for inclusion in QTR but not the DPTP under the provisions of this policy. Eligibility for this benefit is extended only with the approval of the President or designee, if the employee is a member of an ROTC unit, or if an approved written contract exists between the University and the affiliated unit that expressly grants QTR to employees of the affiliated unit.

Other

Otherwise eligible employees who terminate their employment for reasons relating to a long-term disability, along with their spouse and dependent children, are eligible to participate in QTR but not DPTP. Eligibility is contingent on having at least five (5) years of continuous eligible service with the University immediately preceding separation from employment. An employee whose long-term disability benefits cease ceases to be eligible for the QTR benefit.

General

The reduction of fees under this policy does not include expenses such as library and laboratory fees, books, supplies, and other special course fees. 

This policy is not intended to limit the total number of credit hours an employee or spouse may take; however, employees must pay for credit hours taken in excess of the limits specified in this policy at the actual resident tuition rate for those hours.

Employees and their spouses are not eligible for student perquisites such as, but not limited to, student activity tickets or student health insurance programs.

Employees may enroll for courses during their normal work hours with prior approval from the responsible administrator, director, or department head, providing the time lost from work (including travel to and from class) is made up during the same workweek.