A. The university allows a tuition fee waiver for children of all faculty, staff, and Student CooperativeAssociationemployees.This provision applies to children who:

  • are undergraduate students pursuing undergraduate studies only.
  • have already received the bachelor's degree and are working toward certification as long as the credits are undergraduate. When an employee's child partakes of courses two years after the date of receiving a bachelor's degree, proof of dependent status as defined by the Internal Revenue Service is required to receive a waiver of tuition.
  • are married or single.
  • are stepchildren.
  • are not graduate students.
  • are not taking Continuing Education non-credit courses.
  • have parent(s) who are entitled to full status paid benefits.

This privilege is applicable to new employees at the beginning of the session or semester immediately following the actual date of employment.

B.Children of deceased instructional and non-instructional employees who died in the employ of the University and had rendered a minimum of ten years employment to the university are entitled to the tuition waiver under the same conditions as "A" above.

C. Employees should make every effort to schedule classes in the evening, during the lunch period, and at the beginning or end of the work shift. To every extent possible, employees should register for classes in the time periods above to minimize the interruption of work during the day.

D. Employees who elect to take classes during their regular work shift must compensate for the timeaway from their work site on the same day the class occurs by selecting one or more of the following options:

  1. Extend the work day by starting early or working beyond the normal quitting time.

Example: Class is Monday, Wednesday, Friday - 8 a.m. to 9 a.m.
Employee and his/her supervisor agree that employee will begin
work at 7 a.m. on Monday, Wednesday and Friday.
(Employee is entitled to lunch and break times.)

2. Use the lunch period and two fifteen-minute breaks

Example: Class is Tuesday and Thursday - 3 p.m. to 4:30 p.m.
Employee and his/her supervisor agree that employee who
has a one hour lunch will work through lunch and both fifteen-minute breaks.

In the event an employee and his/her supervisor do not agree to use Option 1 or Option 2 the employee may choose Option 3 to compensate for work-time missed to attend class:

3.Select annual or personal leave to compensate for time away from work to attend class.
(Note: Annual or Personal leave slips must be submitted by his/her supervisor to Payroll bi-weekly)

Any of the options may be agreed to by the employee and his/her supervisor. It will be the responsibility of the supervisor to monitor the employee(s) time away from the worksite and to approve leave slips as necessary.

The class attendance policy continues to be in a 6-6-4 sequence. All employees, with the exception of faculty who are employed by the University half-time or greater and are entitled to receive all other benefits, are also entitled to a waiver of undergraduate tuition. This waiver is not to exceed 6 credits during the fall semester, 6 credits during the spring semester, and an accumulation of 4 credits during the summer sessions. Should the staff member wish to take more than the 6-6-4 credit maximum in any one of the semesters or summer, he/she must pay the credit hours above the maximum at the prevailing tuition rate. IUP support personnel who do not adhere to the policy may be placed on the NPR (Not Permitted to Register) List for the next semester.

This policy is subject to management discretion; however, any changes to the policy, in whole or in part, will not affect course participation actually occurring at the time of the notification of the change, but will be effective at the beginning of the academic semester immediately following the notification of the change.