Tuition Remission Policy
An Eligible Staff Member includes faculty, administrative or hourly members who meet all academic and admission requirements of the College and who is classified as regular and full-time employee.
An Eligible Spouse is defined as the legal wife or husband of an eligible staff member.
An Eligible Dependent is defined as a natural born child, legally adopted child, or stepchild, unmarried, who is eligible to be claimed as a deduction on the eligible staff member's income tax return for the previous two years and in the tax period in which the tuition is waived, and who meets all the admission and academic requirements of the College. Stepchildren must also have established residency on a permanent basis in the staff member's household.
For eligible dependents after a two year waiting period, tuition remission at 100% is provided for undergraduate courses at Albion College. Eligible dependents of faculty and administrative members after a two year waiting period may also participate in the Tuition Exchange Program with the twelve GLCA member colleges and two members of the Associated Colleges of the Midwest (Beloit and Grinnell) or participate in a balanced exchange program with Adrian, Alma and Olivet.
For eligible full-time faculty, administrative or hourly employee after a 90-day waiting period is eligible to enroll in one course per semester. Tuition remission at 100% is provided for undergraduate courses at Albion College providing there is space available.
For eligible spouses after a two year waiting period, tuition remission at 100% is provided for undergraduate courses at Albion College providing there is space available. Eligible spouses and dependents that hold a bachelor’s degree and wish to take additional course work will pay $200 for a one unit course.
Eligible spouses and dependents that take more than a full load (4.5 units) will be responsible for 50% of the tuition cost associated with the over load.
For eligible dependents wishing to accelerate a program during the regular school year at Albion College, wherein such acceleration is merely for the purpose for entry into another college or into Albion College as a regular student, tuition remission shall equal 50% of the standard rate of tuition. Further, the student may be admitted to the course only if regular enrollment is sufficient to make the course pay and there is space available.
Tuition remission shall be granted to eligible dependents for eight semesters of academic work or the attainment of a bachelor’s degree, which ever occurs first. Tuition remission shall not apply to other fees, room and board charges, textbooks and supplies, any other cost of instruction, tuition and fees for non-credit courses, special programs or Summer College.
Eligible individuals will not be eligible for the tuition benefit unless they also apply for financial aid which includes completion of the FAFSA Application form. Any other cash aid received shall be applied first to tuition charges, reducing the Tuition Remission grant and then to other charges and fees. Total assistance from Financial Aid and Tuition Remission is not to exceed the cost of tuition, fees and necessary books and supplies.
Individuals eligible for benefits under this policy must apply to the college directly using the normal application channels and register for courses through normal registration channels. Upon acceptance into the College the enrollee will need to secure and submit a Tuition Remission Request Form and secure necessary documentation of eligibility to the Business Office which includes: a) Approval of the staff member's immediate supervisor, director, or vice-president. b) Financial Aid Office certification that application has been made for financial aid.
Status and Sessions
Studies must be on a full-time basis for dependents and employees may take one unit per semester. Tuition remission will apply only to enrollment in regularly scheduled, credit courses during the Fall, and Spring sessions.
It is expected that courses be taken outside of regular working hours and all class attendance by staff members requires the approval of the staff member's immediate supervisor and appropriate Vice-President each term.
If a course becomes oversubscribed, preference will be given to paying students.
Termination of Employment
Tuition remission or exchange will terminate at the end of the semester in which the full-time faculty, administrative or hourly member ceases to be employed by the College. Eligible spouses and dependents are entitled to tuition benefits as long as the staff member remains in the service of the College but their eligibility will not be terminated if the staff member retires under an approved College plan, dies or becomes totally disabled during service, provided the staff member has served a minimum of five years of service prior to retirement, death or disability. The tuition remission privilege would, however, terminate for the spouse upon remarriage.
Exceptions to this policy, if any, need to be authorized in advance by the appropriate vice-president or president in consultation with the business office.
Tuition Remission Request Form
Additional Information available at: www.glca.org
The policies and procedures that are included in this manual have been developed by Albion College for its employees. This manual is strictly for informational purposes and is not intended to be and is not to be construed as a contract of employment. The College reserves the right to add to, subtract from, or modify the policies and procedures in this manual as it deems appropriate. Any change in College policy must be approved, in writing, by the President's Administrative Council or by the President.
A copy of this Employee Services Manual Including Policies and Procedures will be located in all campus departments and will be made available to all employees who will be notified of revisions as policies or procedures change. Notices will be distributed through the campus mail system (including email) and posted on bulletin boards. This manual can also be accessed through the Internet at:
Any recommendations for change in College policies or procedure must be submitted in writing to the Director of Human Resources.
* Full time employees
* Part time employees
Normally, 32 or more hours per week
Normally, fewer than 30 hours per week
Employees represented by either of the Albion College Educational Support Personnell Association Collective Bargaining Agreements (Secretarial/Clerical or Trades)
Full time and part time employees
Salaried administrative employees, full time hourly employees represented by ACESPA, and part time hourly employees
|* hours per week refer to administrative employees, ACESPA employees are defined by the Association Agreement.
Albion College is committed to a policy of equal opportunity and non-discrimination on the basis of sexual orientation and of race, color, national origin, religion, sex, age or disability as protected by law, in all educational programs and activities, admission of students and conditions of employment. Questions or concerns about this College policy should be directed to the Title IX Coordinator.
Albion College's title IX Coordinator is:
Director for Human Resources
Office Location: 1003 E. Cass Street (enter through the Campus Safety entrance)
Full-time administrative employees.
ACESPA members should refer to their Union Agreement
Regular full-time employees will normally receive twelve (12) days of paid vacation during their first five fiscal years of employment, fifteen (15) days during the sixth through tenth years, eighteen (18) days during the eleventh through fifteenth years, and twenty (20) days after fifteen years. Employees may receive credit for prior work experience with the approval of the President or Executive Vice President.
Vacation time will be prorated for employees who work less than twelve (12) months in a fiscal year or less than eight (8) hours per day.
The total amount of vacation to which an employee is allocated for a fiscal year is received in advance at the beginning of each fiscal year and must be used by the end of the fiscal year.
Vacations may not be taken in increments of less than one-half (1/2) day.
An employee's supervisor will determine when vacations may be taken, and may allow the employee to use vacation time as soon as it is received.
An employee who leaves the College, and then returns to work within five (5) years, may receive credit for prior employment with the College.
Employees hired prior to January 1, 1986 will continue to receive the number of vacation days they were entitled to under the old policy.
Employees will receive one (1) day of paid vacation for each month worked during the first five fiscal years, one and one-quarter (1 1/4) days for each month worked during the sixth through tenth years, one and one-half (1 1/2) days for each month worked during the eleventh through fifteenth years, and one and two-thirds (1 2/3) days for each month worked after the fifteenth year (rounded to the nearest one-half day).
- A twelve-month employee who began work on April 16 would receive two and one-half (2 1/2) days of vacation the first fiscal year (two and one-half months), and twelve (12) days each year for each of the following four years.
- A nine-month employee who began work August 25 would receive nine (9) days for each of the first five years, eleven and one-half (11 1/2) days for the sixth through tenth years, thirteen and one-half (13 1/2) days for the eleventh through fifteenth years, and fifteen (15) days for each year after the fifteenth.
Employees will receive their vacation on their first day of work their first year and on July 1st thereafter. Any vacation time not taken by the end of that fiscal year will be lost.
When an employee leaves the College, she/he may be paid for vacation time which she/he has been allocated but has not taken. Employees will not receive more time than they are able to take within the fiscal year at the time of his or her separation from the College.
It is the responsibility of the following administrators to designate a person in their area to maintain vacation records for their employees:
- Executive Vice President
- Vice President of Institutional Advancement
- Vice President for Student Affairs and Dean of Students
- Vice President for Enrollment
- Associate Vice President for Information Technology
- Director of Dining and Hospitality Services
- Associate Vice President of Facilities Operations
- Director of Library
- Director of Human Resources
Revised 10/2008 - Cabinet approved
All faculty and staff
Albion College provides Workers' Compensation insurance for all College employees.
Payment of benefits, hospital and/or doctor bills will be made in accordance with the Workers' Compensation Act.
If an employee is injured on the job, the employee's supervisor must be notified immediately.
The supervisor must complete an Incident Report and send it to the Human Resources Office the same day. One copy of the report should be given to the employee at the time of completion.
The Human Resources Office should also be notified by telephone the same day if outside medical services will be required. Medical treatment of work-related injuries must be arranged through the Human Resources office.
All statements from the hospital and/or doctor must be submitted to the Human Resources Office for payment by our insurance carrier. All payments are made directly by the insurance carrier to the medical provider involved.
Cabinet reviewed 7/97