Tuition remission for graduate and undergraduate courses taken at Guilford College is granted to regular (non-temporary) full-time employees under the conditions listed below. Qualifying employees and their dependents who meet the normal admission requirements of the College will be eligible for tuition remission equal to the amount of tuition less any other grant(s) available through the Financial Aid Office (Federal and State grants, institutional grants and scholarships, etc.). The benefit will not be reduced by scholarships from sources outside the College (ex: scholarships from high schools, service organizations, churches, etc.).
Room and board charges, class and lab fees and other miscellaneous charges such as health insurance and activity fees are not covered by tuition remission. Additionally, textbooks and class supplies are not covered. Individuals receiving tuition remission are held to the same academic requirements as all other financial aid recipients. To continue receiving this benefit, the individual enrolled must maintain satisfactory academic progress as defined in the College Catalog.
Tuition Remission for Employees
Tuition Remission application forms are available in the Office of Human Resources. The completed form must be submitted by the first day of classes. Processing of the form will be coordinated with the Office of Student Financial Services. Employees who are classified as regular (non-temporary) full time (working 6 or more months in a calendar year on a regular and continuous basis (at least .8 FTE) and have been employed for six (6) months or longer may apply for and be granted tuition remission for two course per semester at Guilford College. Employees may either take the course on a for-credit basis or may audit the class on a space-available basis. Activity fees, books, laboratory fees and other related costs will be the responsibility of the employee.
It is expected that employees who participate in the tuition remission program will schedule their classes outside the regular work day if possible. If a class must be taken during the work day, it requires preapproval of the employee's supervisor. The supervisor will make an approval decision based on whether or not the work can be rescheduled and/or adjusted with other employees to assure appropriate staffing at all times. Employees taking courses during regular work hours will be expected to use their lunch hours for that purpose. No more than one hour per day is to be taken away from the office for this purpose. If a class period is longer than one hour, the employee will make arrangements with the manager to make up the additional time that must be missed.
All regular (non-temporary) full-time employees after six (6) months of continuous full-time employment may apply for tuition remission for two courses per semester as long as there are no current disciplinary actions.
Summer School sessions are eligible for the tuition remission program.
10-month Full-time regular (non-temporary) employees other than faculty who work only during the academic year and have been with the College a minimum of six (6) months may participate in tuition remission program.
Eligible employees are entitled to 100% Tuition Remission as long as they maintain satisfactory academic progress as defined in the College Catalog good academic standing policy. (2 Courses per Semester)
Course and Credit Guidelines
Tuition remission for eligible employees and faculty is limited to a maximum of two undergraduate or graduate courses or eight credit hours per fall, spring and summer semesters, whichever is less. For the purposes of this policy the various summer sessions will be treated as one semester. There is no limit on the number of undergraduate and graduate degrees obtained by employees through tuition remission.
If a part-time employee goes from part-time status to full-time regular (non-temporary) status, and the individual has worked continuously for the College for a minimum period of two years, then the employee will be eligible for tuition remission for one course per semester after ninety (90) days of continuous full-time employment. After one years of full-time employment, the employee will be eligible for two courses per semester.
If a full-time employee goes to part-time status, the employee will immediately be responsible for one-half of the cost of tuition remission. The employee must maintain employee status for the duration of the course. Otherwise, the employee shall be responsible for payment of applicable tuition and fees.
Tuition Remission for Dependents of Employees
After twelve (12) months of continuous regular (non-temporary) full-time employment, Guilford College provides tuition remission for spouses, partners and/or for dependent children (up to age 26) of all employees considered full-time. A maximum total of 128 credit hours are allowed per dependent. Summer School classes are not eligible for the tuition remission program. Also, this benefit does not apply to tuition overload charges. For such individuals to continue to receive tuition remission, the employee must continue to be employed by the College on the same or greater basis as when they began using the benefit. All eligible dependents may enroll in classes on a space-available basis.
In the event that an eligible non-employed committed partner (not spouse or child) receives tuition remission as a dependent of a Guilford employee, then the value of that tuition remission will be taxable to the employee as gross income and will be reflected on the employee's W-2 as such.
Certification/non-credit programs available through the Center for Continuing Education’s Professional Development and Training Center (PDTC) are eligible for tuition remission.
Tuition remission forms are available in the Office of Human Resources and Student Financial Services. Completed forms must be submitted by the first day of classes. Processing of the form will be coordinated with the Office of Student Financial Services.
In determining eligibility for Tuition Remission as a dependent, the College adheres to the standards of financial dependency formulated by the Internal Revenue Service as stated in the annual instructions for filing Form 1040. Financial dependency will be a prerequisite for tuition remission for dependents of all employees without exception. The Free Application for Federal Student Aid (FAFSA) must be completed for all legally dependent children. Failure to make timely application will disqualify the employee from this benefit. All need-based aid, including federal and state funds will be applied to tuition charges prior to awarding the tuition waiver.
The tuition remission benefit that an eligible spouse / partner and / or dependent of the employee can receive will be equal to the excess of tuition costs over any applicable financial aid, including federal, state, and institutional aid.
Students receiving tuition remission are held to the same academic requirements as all other financial aid recipients. To continue receiving this benefit, the students enrolled under tuition remission must maintain satisfactory academic progress as defined in the College Catalog.
Requests for tuition remission must be submitted by the first day of classes to the Office of Human Resources. Tuition remission for dependents requires that the full-time Guilford College employee certify financial dependency by signing an affidavit that the student for whom tuition remission is sought will be claimed as a dependent on Form 1040 during the proposed enrollment period. Moreover, the person receiving tuition remission must be dependent on the employee by Internal Revenue standards for the period for which tuition remission is requested. College employees utilizing the tuition remission benefit are requested to report promptly to the Office of Human Resources any change in the number and status of dependents eligible for tuition remission due to birth, legal adoption, marriage, legal separation, divorce, death, or termination of committed partner status.
Retirees
Guilford College allows retirees to audit classes at the same rate as other senior citizens. Retired employees will be responsible for all class and lab fees required of regular students.
Retirees register to audit courses at the usual registration time. Should a course be filled beyond capacity, students enrolled for credit will have priority over those students who audit.
Termination of Employment
If an employee either leaves Guilford College voluntarily or is terminated by the College, and the employee, the spouse, partner or dependent child wishes to complete a semester's course(s) started under tuition remission, the College will pro-rate the tuition owed on the basis of the number of weeks completed before employment ended.
Guilford College requires 100% repayment if an employee leaves within one year after starting the tuition remission program, and requires 50% repayment within two years.
If, in the above circumstances of leaving employment, the employee, spouse, partner, or a dependent child decides to drop the course(s), the pro-rated rule would apply. College rules concerning deadlines, financial aid and academic requirements for withdrawal from classes would also apply. (See College Catalog for further information.)
Tuition Exchange
The College participates in the Tuition Exchange Program with numerous other colleges and universities. After a regular (non-temporary) employee has worked at the College full-time for 12 months, the employee’s blood related or legally adopted dependent children are eligible to participate in this program. Dependents eligible for tuition exchange must be degree-seeking and pursuing their initial baccalaureate degrees. However, many of the colleges listed as participants in this program may not, at the time, be able to accept students through this program. Consequently, tuition exchange, especially with a college of first choice, is not always available. Guidelines governing the program, a list of participating colleges, and the status of each college within the program may be secured from the office of the director of Financial Aid.
If an employee of Guilford College who has a dependent child attending another institution of higher education under the tuition exchange program leaves the employment of Guilford College, the tuition exchange benefit for that employee is terminated retroactive to the beginning of the current term/semester. The former employee will be responsible for paying the institution (being attended by the dependent) the tuition due for that entire term/semester.