Tuition Waiver Benefit Overview

Eligibility is always determined by the student’s eligibility on the first day of each term. This page contains information specific to:

          Employee and Spouse/Partner eligibility

          Child eligibility

          Changes in eligibility

An employee and his/her spouse/partner are eligible to begin using the tuition waiver the first term following 6 months of benefitted service.

*”Academic Periods” are defined as follows:

**If an employee becomes eligible to use the tuition waiver mid-way through a plan year, the annual credit maximum is prorated for the remaining plan year. The annual limit will renew each Summer period.

The Child of an employee who is under the age of 25 becomes eligible to use the Tuition Waiver on the first day of the academic term (quarter or semester) following the employee's completion of 1 year of benefited service.

IMPORTANT: The Tuition Waiver Benefit covers only tuition charges. Room, board and other fees or expenses are NOT waived under the tuition waiver policy.  Please contact the DU Financial Aid Office at 303-871-4020 with questions about fees and financial aid.

1.  Eligibility will be determined on the first day of each term. Changes in eligibility will become effective at the start of the following term. (Policy, Section A.2.c.)

• If there are eligibility changes between the time a student has registered and the start of the term, the student’s bill will be adjusted through an over-night process to reflect the increase or decrease in benefit. An automatic notification will be sent to the student and employee notifying them of the change.

2.  When an employee leaves the University for any reason, the following rules will apply:

Resign, released eligible for rehire, released ineligible for rehire, End of Temporary Assignment

• The tuition waiver for any students using the waiver at the time of separation will be prorated based on the number of weeks remaining in the term. (Policy, Section A.5.d.) The total number of credits for which the waiver has been assigned by the student at the 100%-refund deadline for the term will be counted against the annual maximum. (Policy, Section A.5.c.)
• I.e. if an employee leaves during week 5 of a 10 week quarter, the Bursars Office will bill 50% of the value of the tuition waiver to the student and the total credits for which the waiver had been assigned will be counted against the annual maximum

 Layoff

• If using the waiver at the time of separation, employees will continue to be eligible for the tuition waiver for the remainder of that term and 2 additional quarters OR 1 additional semester. (Policy, Section A.5.e.)
• If waiver extension spans summer quarter, the employee will have the option to use the additional waiver allowance during Spring and Fall periods OR Fall and Winter periods.
• Dependents of employees leaving the University as a Layoff will be eligible to continue using the tuition waiver through the end of the current term. There will be no extension of benefit for additional terms.

 Leave without pay (LWOP)

• The tuition waiver for any students using the waiver at the time of leave will be prorated based on the number of weeks remaining in the term. The total number of credits for which the waiver has been assigned by the student at the 100%-refund deadline for the term will be counted against the annual maximum. (Policy, Section A.5.c.)
• I.e. if in employee begins LWOP during week 5 of a 10 week quarter, the Bursars Office will bill 50% of the value of the tuition waiver to the student and the total credits for which the waiver had been assigned will be counted against the annual maximum.
• Eligibility will resume the first term following their return. (Policy, Section A.2.e., Section A.5.h.)
• Note: Continuing fulltime faculty and staff members on at least 9 month appointments are accorded tuition waiver privileges for the full year.

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