To download the Application for Employee Tuition Waiver, please click here.
Employee Tuition Waiver Program Information
The University of Dallas encourages all eligible employees to take advantage of the
opportunity to continue their studies and to provide an education for their family.
Applicable Waiting Time
The waiver is a benefit. Benefits eligibility must first be established. Eligible
employees and their spouses may apply for the waiver 90 days following the employee's
date of hire or following the employee's change to benefits eligible status. Dependents
of newly eligible employees may utilize the waiver after a 6 month waiting period.
Employees eligible for this benefit cannot be considered a dependent of another employee
for purposes of the tuition waiver.
Credit Limits, Benefit Limits, and Limits on Class Times
All persons (employee, spouse or dependent child) receiving a tuition waiver will
be limited to one degree under the benefit. Eligible employees who earned a degree
because of their parent's or spouse's employment eligibility for the Tuition Waiver
can earn one additional degree based on their own employment status with the University
and vice versa. Eligible employees may take two classes (6 hours) per semester and
no more than 18 hours per calendar year. The only exception to the 6 hour limitation
is in the case that it is required that a lab be taken concurrently with a class and
the total credit hours actually equals 7 hours. Eligible spouses and dependents do
not have a credit limit.
The tuition waiver covers 100% of the tuition for most courses offered by the University.
The exception to this is the Doctor of Business Administration (DBA) program. The
tuition waiver covers 15% of tuition for the DBA program.
The tuition waiver may not be used in conjunction with any other University scholarships
or any University sponsored community education programs. Full-time Staff and Regular
and Affiliate Faculty may take only one class during normal work hours (8:00 a.m.
– 5 p.m.) with their supervisor's approval. Part-time employees (employees working
30-39 hours a week) must attend classes outside the normal work hours of their position.
||Tuition Waiver Eligibility
|Full-time Staff, Regular, or Affiliate Faculty
||Waiver for employee, eligible spouse and eligible dependents
||Employee & Spouse – 90 days from employee's date of hire or benefits eligibility.
Child/ren – 6 months from employee's date of hire or benefits eligibility.
|Staff members working 30-39 hours a week
||Waiver for employee only
||Employee – 90 days from date of hire or benefits eligibility.
|Staff members working fewer than 30 hours a week, adjunct faculty and temporary employees
||Not eligible for Tuition Waiver
Eligible Spouses and Eligible Dependents:
Eligible Spouses: Spouses of “traditional” and “informal” or “common law” marriages
will be considered eligible participants. Domestic partnerships do not qualify. Proof
of “informal” or “common law” marriage must be presented in order to use the benefit.
Eligible Dependents: Children up to age 25, who are considered dependents per IRS
guidelines plus one year of age will be considered eligible participants.
The following steps must be completed by applicants for the tuition waiver:
- Applicants must follow all guidelines and meet all deadlines for general admission
to the University as established by the Enrollment Office.
- Applicants must complete and submit the tuition waiver application form to the Human
Resources Office by the appropriate deadline, which can be found on the application.
- Applicants must complete the Free Application for Federal Student Aid (FAFSA) annually.
The tuition waiver will not be approved without completion of this form. Click here
to access the FAFSA website: http://www.fafsa.gov.
- Applicants must pay any applicable student fees and meet all deadlines set by the
Business Office for making payment arrangements. Students will not be able to register
for a new semester of classes if there are any outstanding fees.
- It is the responsibility of the employee to notify the Human Resources Office if they
or their dependent adds/drops or withdraws from classes immediately. Employees will
be held responsible for taxable income for classes dropped after the official drop
date and for not notifying the Human Resources about classes dropped before the official