Personnel Manual

Tuition Assistance

Revised June 2007; Revised June 2010; Revised January 2011; Revised December 2012

The university has a strong commitment to life-long learning which it supports through the following tuition assistance programs and by offering a number of additional on- and off-campus professional development programs. Each tuition benefit has its own eligibility requirements, so it is important to familiarize yourself with the criteria. If you have questions, please call Human Resources at ext. 7185. Forms and other information related to this policy are available on the Human Resources home page at www.plu.edu/humanresources/.

Tuition Exchange Benefits and Eligibility

PLU participates in two programs which offer tuition exchange benefits for qualified dependents of eligible university employees. Both programs have specific application deadlines and eligibility requirements. If you are interested in learning more, please contact Human Resources at ext. 7185.

  1. The Tuition Exchange, Inc., an association of over 600 institutions across the United States providing varying levels of tuition discounts. This benefit is available to full-time employees who have completed three years of service, and is based upon additional university criterion. The program is highly competitive and is not guaranteed, and only a limited number of dependents typically receive the benefit each year. Website: www.tuitionexchange.org
  2. The Evangelical Lutheran Church in America (ELCA) Tuition Plan Program includes a group of 24 colleges and universities. Some of these institutions provide tuition remission to qualified PLU dependents. This benefit is available to both full-time and part-time employees who have completed two years of service.

Tuition Remission Benefits and Eligibility

The waiting period for tuition remission benefits for PLU courses is the beginning of the school term following completion of 90 days of service. Tenured and tenure-track faculty are eligible for maximum tuition remission benefits for both themselves and eligible dependents as of their appointment date in a tenured or tenure-track position. PLU terms are fall, j-term, spring and summer. Although there are multiple sessions during summer, it is considered one term. Dependent eligibility is defined as:

  1. Legal spouse, qualified domestic partner, and/or
  2. Child who is under age of 25, unmarried, and claimed as a dependent child on the employee's or employee's partner's previous year's income tax return and who is the employee's natural or adoptive child or the natural or adoptive child of the employee's partner living permanently in the employee's home. A divorced employee's dependent children, for the purposes of this benefit are treated as dependents of both parents. Court-appointed legal wards and foster children are not eligible for tuition benefits.

The tuition remission benefit available at PLU is:

Employee Length of Service
Employee Discount
Dependent Discount
Less than 90 days
-0-
-0-
At least 90 days, and up to 1 full year
75%
25%
Over 1 full year, and up to 2 full years
90%
50%
Over 2 full years of service or tenured or tenure-track faculty
90%
75%

Tuition discount benefit amounts listed above are for full-time (1.0 FTE) employees working regular appointments. The benefit levels are prorated for part-time employees on regular appointments of at least half-time (.5 FTE) but less than full-time (1.0 FTE). A less than 1.0 FTE employee may multiply their FTE by 75% or 90%, depending on their length of service, to determine their percentage of remission.

The employee and his/her spouse or qualified domestic partner are eligible for undergraduate and graduate studies. Employees, spouses and qualified domestic partners are limited to one graduate degree using tuition benefits. If employees or spouses/domestic partners are enrolled in a PLU graduate program, it will be taxable income to the employee. The value of the remission will be added to your taxable income, July and August for summer classes, October, November and December for fall classes, February for j-term classes and March, April and May for spring classes. IRC section 127 allows employees the first $5,250 of their graduate remission tax-free. Dependent children are eligible for undergraduate studies. Tuition benefits for undergraduate course work is limited to 144 credits for all participants.

Policy Guidelines

  1. No additional remission (e.g. alumni discount) is available in addition to tuition remission benefits.
  2. Tuition benefits apply to study away tuition, but not to housing/meal charges.
  3. If an employee or dependent fails a class or withdraws after 10th day while using tuition benefits, the benefit cannot be used to repeat the class.
  4. No remission is applied when one receives credit by exam.
  5. If an employee audits a class, a remission form is required and the benefit is administered as if the employee was taking the class for credit.
  6. Employees are expected to make up time they spend in classes, which take them away from their normal work schedules.
  7. If an employee drops a class while using the waiver benefit, a Tuition Waiver Drop Form is required no later than the 10th day after the semester begins. Failure to complete this form in a timely manner may affect future benefits. Withdrawal from a class may result in fee assessments and will be governed by the university's policy on refunds.
  8. If an individual exceeds the maximum tuition benefit allowed per policy, the individual will be required to repay the university.

Tuition Benefit for MBA International Experience
Revised September 2006

Students in the MBA program are required to participate in either a local alternative "international" experience or leave the country on a 10-day international experience.

The PLU tuition benefit does not apply to international experiences and therefore, a PLU employee, spouse or domestic partner who qualifies for either the 75% or 90% tuition benefit will need to 1) elect to participate in a local alternative experience thereby not incurring international travel costs, or 2) pay the standard rate out of pocket to participate in the 10-day international experience.

Furthermore, if a PLU employee in the MBA program elects the 10-day international experience and pays the out of pocket expense, the employee must also coordinate the vacation time with their direct supervisor for the duration of their leave.

Tuition Waiver Benefits and Eligibility for Employees

The waiting period for the tuition waiver benefit for PLU courses is the beginning of the school term following completion of one full year of service. PLU terms are fall, j-term, spring and summer. Although there are multiple sessions during summer, it is considered one term. A tuition remission form must be completed along with the tuition waiver form. Dependents are not eligible for tuition waiver.

During the period of their employment with PLU, eligible employees may receive a benefit of up to 12 credit hours of courses with the tuition waived - the equivalent of 100% tuition remission for those classes. A maximum of 4 credit hours can be waived per semester. While supervisor and vice president approval is required, the courses need not be directly job-related.

Last Modified: December 04, 2012 at 09:20 AM