Tuition Remission Policy

Date Updated: April 30th, 2012

Scripps College offers a tuition benefit program for full time faculty and staff and qualifying part time staff (part time staff members who are regularly scheduled to work 20 hours or more per week for at least 9 months per year). Employees become eligible for this program after one year of employment based on the employee’s original date of hire at Scripps College. The program has two tuition remission programs, one for employees and one for dependent children of employees.

 

Accountability: In order to apply for the benefit, applications for tuition remission must be submitted in writing to the Office of Human Resources accompanied by the billing statement from the institution where the employee or dependent child is enrolled.

Applicability: The Scripps College tuition benefit program is for eligible full time and eligible part time faculty and staff and their dependent children. For the purpose of benefit eligibility, the term “dependent children” is defined as those who meet the qualifications as defined by Internal Revenue Codes (e.g. son, stepson, daughter or stepdaughter of the taxpayer who is a dependent of the employee, who has not attained the age of 26 and is claimed as a dependent on the employee’s tax return).

Tuition Benefit Plan for Employees

  • Undergraduate Study

Full tuition payment is made for enrollment in courses offered at the Claremont Colleges or at other eligible colleges and universities. This benefit will be limited to courses leading to a Bachelor’s degree.

  • Graduate Study

The College will provide employee tuition remission for graduate study at an accredited institution for courses leading to the graduate degree that is related to the employee’s duties at Scripps College. The employee’s Vice President must approve the request prior to commencement of the program.

  • Tuition Benefit Plan for Dependent Children

For dependent children of full time employees, the available benefit is payment for half tuition for enrollment in an undergraduate degree program up to, but not to exceed, one half of the current tuition charge at Scripps. The tuition payment for dependent children of eligible part time employees is calculated on a pro rata basis. (see definitions below for clarification) The maximum benefit for each dependent child is eight semesters, twelve quarters, or 120 units, whichever the attended institution accepts as its minimum graduation requirement.

 

Employee on Short-term or Long-term Disability

Continuation of eligibility for tuition remission benefits depends upon the length of the employee’s continuous Scripps employment before the employee became disabled:

If the disabled staff or faculty member has completed less than five (5) years of continuous employment, any dependent child of the employee may complete the undergraduate degree program in which the child was enrolled at the time the employee commenced short-term or long-term disability.

If the disabled staff or faculty member has completed more than five (5) years of continuous service, any dependent child of the employee may complete the undergraduate degree program in which the child was enrolled at the time the employee commenced short-term or long-term disability. Other dependent children of the employee will remain eligible for the tuition remission benefit for not more than five years from the date the employee commenced short-term or long-term disability. Although this extension will help children not yet enrolled in college at the time of the staff or faculty member’s disability, tuition remission will not continue beyond the maximum five year period.

 

Retirement from Scripps College and Dependent Tuition Remission

Should an eligible staff or faculty member retire from the College, any dependent child who would otherwise be eligible for tuition remission had the employee remained employed will remain eligible for benefits under this policy for not more than five years from the staff or faculty member’s retirement date. Although this extension will help children not yet enrolled in college at the time of the staff or faculty member’s retirement, tuition remission will not continue beyond the maximum five year period from the retirement date.

 

Death of an Eligible Employee

If a Scripps College staff or faculty member dies, whether tuition remission benefits accrue for the surviving dependent children shall be determined based upon the employee’s length of service with the College.

If the deceased staff or faculty member has not completed five (5) years of continuous employment, any dependent child of the employee may complete the undergraduate degree program in which the child was enrolled at the time of death.

If the deceased staff or faculty member has completed five (5) or more years of continuous service, any dependent child of the employee may complete the undergraduate degree program in which the child was enrolled at the time of death. Other eligible dependent children will remain eligible for not more than five years from the employee’s date of death. Although this extension will help children not yet enrolled in college at the time of the staff or faculty member’s death, tuition remission will not continue beyond the maximum five year period from the date of death.

 

Definitions

Eligible college or university: An accredited institution of higher education including those institutions offering a nontraditional degree program for working professionals. In the case of any dispute over eligibility of any specific institution, the Director of Human Resources, after consulting with the Dean of Faculty will forward a recommendation to the President whose decision will be binding.

Eligible part time employee: An employee who is regularly scheduled to work at least 20 hours per week at least 9 months during a calendar year.

Tuition benefit: Charges for education excluding the cost of books, fees, supplies, room, board etc.

Pro rata benefit for part time employees: A proportional benefit provided to part time employees calculated by multiplying the benefit available to full time employees by a fraction of which the numerator is the average number of hours worked per week and the denominator 40 hours. For example, an employee working 30 hours per week would be entitled to 75% of the full time employee’s benefit. An employee working 25 hours per week and 10 months would be entitled to .52 % of the full time employee’s benefit. (Note: part time employees who work less than 20 hours per week are not eligible for this benefit.)

 

Your performance evaluations may review factors such as the quality and quantity of the work you perform, your knowledge of the job, your initiative, your work attitude, and your attitude toward others. The performance evaluations are intended to make you aware of your progress, areas for improvement, and objectives or goals for future work performance. Favorable performance evaluations do not guarantee increases in salary or promotions.   Salary increases and promotions are solely within the discretion of Scripps College and depend upon other factors in addition to performance.