Employee Tuition Waiver

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.

 

Employment Status Tuition Waiver Eligibility Waiting Period
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.

Application Process 

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 drop date.

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