Tuition Benefits
Tuition Remission
Full-time Keuka College employees, their spouses, and their dependent children may be eligible for consideration for tuition remission in the College’s undergraduate and graduate programs after: one year of service, a positive performance evaluation, meeting program eligibility and admission requirements, and available funding. This benefit is a competitive financial aid award with limited seats and is not guaranteed. Dependency is defined by the Free Application for Federal Student Aid (FAFSA) and not the Internal Revenue Service (IRS).
Employees of select third-party vendors (i.e., AVI Fresh, Follett, and NMS), their spouses, and their dependent children may be eligible for consideration for tuition remission in the College’s undergraduate and graduate programs after: one year of service at Keuka College, positive recommendation from their Keuka College contract supervisor, meeting program eligibility and admission requirements, and available funding. This benefit is a competitive financial aid award with limited seats and is not guaranteed. Dependency is defined by the Free Application for Federal Student Aid (FAFSA) and not the Internal Revenue Service (IRS).
Employees must apply for the benefit through the Office of Human Resources, and the prospective student must apply for admission through the Office of Admissions, by the following dates:
- January Semester – November 1 of the previous year
- Spring Semester – November 1 of the previous year
- Summer Semester – March 1 of the same year
Fall Semester – March 1 of the same year
Tuition Exchange
Keuka College participates in various undergraduate tuition exchange programs with other colleges. Each program has its rules and restrictions, and participation is limited to full-time employees, spouses, and dependents. These are competitive awards with limited seats and are not guaranteed. Visit www.tuitionexchange.org or www.cic.edu/tep for additional information.
Terms
Eligibility
- These tuition benefits are limited to the first bachelor’s and master’s degree per person. If a second degree is deemed necessary for professional development by the employee’s vice president, an exception may be made by the President.
- If the employee’s eligibility begins after the start of the semester, the benefit will begin at the start of the next semester.
- The percentage of tuition waived depends on the employee’s full-time employment status and the amount of available funding.
- Employees are expected to be on the payroll for the duration of the course taken. Termination of employment during the semester will result in full tuition liability.
- All fees, including the enrollment deposit, are the student's responsibility and are not covered by this benefit or eligible for reimbursement.
- Housing, food, and course materials are the student’s responsibility and are not covered by this benefit or eligible for reimbursement.
Academic Standing
- To be eligible to continue receiving this benefit, students must remain in good academic standing with the College. If the student does not maintain Satisfactory Academic Progress (SAP), they will lose the benefit. Good academic standing is defined in the Keuka College Record.
- All courses must be satisfactorily completed. The individual is responsible for the full cost of tuition if a course is failed.
Scheduling
- Hours spent in class are not considered hours worked.
- The course(s) should not interfere with an employee’s normal work schedule. Employees must obtain prior approval from their supervisor if a change in work schedule is needed to accommodate the class schedule. Supervisor approval is subject to the needs of the department.
Financial Aid
- Employees who intend on using this benefit must submit a Free Application for Federal Student Aid (FAFSA).
- Students will have their tuition benefit reduced by the amount of their Pell and/or TAP award (if eligible).
Non-Credited Programs
Programs that are not credit bearing (e.g., conferences and seminars) are ineligible for reimbursement under this policy. If the College requests an employee’s attendance on an outside educational course, the College will pay the costs directly.
Separated Employees
If the employee is no longer actively employed or loses benefits eligibility, benefits under the above programs will be continued as follows:
- Death of the Employee: Tuition remission benefits for eligible dependents of employees with more than 10 years of service will continue after the death of the employee until the eligible dependent reaches age 25. For dependents of employees with 10 or fewer years of service at the time of death, tuition remission benefits for dependents will cease as of the end of the approved tuition period (academic year, term semester, course) in which death occurs. Tuition exchange benefits for dependents of all employees cease as of the end of the approved tuition period. For spouses of deceased employees, all tuition benefits stop as of the end of the approved tuition period.
- Voluntary Termination or Discharge for Misconduct: Benefits will stop as of the date of termination of employment. In the case of exchange benefits already paid to other institutions, the employee will be responsible for repaying the benefits provided from the date of termination through the end of the approved tuition period.
- Involuntary Termination or Loss of Benefits Eligibility: Benefits will stop as of the end of the approved tuition period.
Please contact the Office of Human Resources with your questions about eligibility.
Please Note: Tuition remission can often be a taxable event. Please check with your Tax Advisor if this is a concern.