The University of Alabama offers an educational benefit to all regular (not temporary) full-time and part-time employees and their eligible spouses and unmarried, dependent children up to the age of 26. Admission to The University of Alabama is required before an employee, spouse or dependent can receive the educational benefit. Only one educational benefit per student will be awarded even if there is more than one eligible employee in a family unit.
Eligible employees who wish to apply for this benefit are encouraged to complete and submit an educational benefit application at least one month prior to the beginning of the academic year. The academic year begins with the fall semester and ends with the summer terms. Eligible employees, spouses, and/or dependent children will receive the educational benefit as a credit applied to the enrolled student’s account maintained by Student Account Services.Submit the Educational Benefit Form once per academic year.
Policy: Additional requirements and some exceptions may apply. For additional details regarding eligibility, dependent verification requirements, and IRS taxation, please refer to the Educational Benefit Policy.
Application Deadline: The deadline corresponds to the ‘Last Day to Add a Course or Drop a Course Without a Grade of “W” for the Full Term‘ per the University Registrar’s Academic Calendar. For applications submitted after this Add/Drop deadline, no benefits will be awarded for the current semester. The pending application will be rejected and eligible employees may reapply for the next available semester. No applications are retroactively approved for previous semesters. Only one application is required per academic year.
Benefit Limitations: Eligible full-time employees may receive a benefit equal to 100% of the tuition costs for up to three (3) credit hours during the fall and spring semesters and up to six (6) credit hours during the summer terms at the current undergraduate or graduate campus, resident (in-state) tuition rate, then 50% tuition for all other hours taken. Eligible part-time employees may receive a prorated benefit based upon their full-time equivalency (FTE). After eligible employees have been employed six (6) continuous months, dependents may receive a benefit equal to 50% of the tuition costs at the current undergraduate or graduate campus, resident (in-state) tuition rate for eligible courses.
- The applicable tuition rate is based on the classification of the enrolled student, i.e., undergraduate or graduate. Higher tuition rates for special enrollment programs (i.e., law, medical, MBA, etc.) do not entitle the eligible employee or dependent to any amount to assist with educational costs above the current undergraduate or graduate campus, resident (in-state) tuition rates.
- The educational benefit payment does not apply toward the cost of fees, e.g., course fees, college fees or charges associated with the auditing of a course.
Residency to Tuition Purposes: Educational benefits are reimbursed at the in-state, resident tuition rates per Student Account Services. Employees and/or eligible spouse or dependent child(ren) charged the out-of-state, non-resident tuition rate will only receive reimbursement for the proportionate resident tuition rate. If an employee and/or spouse or dependent child is incorrectly classified as a non-resident student, please contact the Registrar’s Office for assistance.
Taxation: Educational benefits received by a University employee, their spouse, and/or dependent child(ren) may be taxable to the employee. For more information about taxation amounts and processing, visit the Tax Office website.
Compensation for Additional Degrees and Certifications/Licensures
The University encourages and rewards continuing education among its employees. Therefore, University budget permitting, all regular staff who have satisfactory job performance (after completion of initial six (6) month Introductory Period) may be considered for a salary increase upon completion of additional job-related or job-enhancing degrees from regionally accredited colleges or universities and/or upon receiving select job-related or job-enhancing certifications and licensures. Regular part-time staff should receive a prorated amount based upon their full-time equivalency (FTE). Please refer to the Human Resources Policy Manual for additional information.
Approval Process: To be eligible for an increase, staff employees must complete the Compensation for Additional Degrees and Certifications Request Form and submit it to his/her supervisor or Dean for approval prior to beginning a degree program. For budget planning purposes, supervisors and Deans must seek prior approval for the salary increase from the appropriate Vice President. The approved form should be retained in the department.
Once the degree/certification has been obtained, the staff employee should provide documentation of the degree certification. At that time, a Personnel Action form should be submitted along with the approved Compensation for Additional Degrees and Certifications Request Form to increase the staff employee’s base salary. Increases, to the extent permitted under the University budget, will be effective October 1 following the completion of the degree, certification, or licensure.
|Results from an assessment process.||Results from an educational process.|
|Typically requires some amount of professional experience.||For both newcomers and experienced professionals alike.|
|Awarded by a third party, standard-setting organization.||Awarded by educational program providers or institutions.|
|Indicates mastery/competency as measured against a defensible set of standards, usually by application or exam.||Indicates completion of a course or series of courses with specific focus; is different than a degree granting program.|
|Standards set through a defensible, industry-wide process (job analysis/role definition) that results in an outline of required knowledge and skills.||Course content set a variety of ways (faculty committee, dean, instructor); occasionally through a defensible analysis of topic area.|
|Typically results in a designation to use after one’s name (CCC-SLP, CCC-A); may result in a document to hang or to keep in a wallet.||Usually listed on a resume detailing education; may issue a document to hang on the wall.|
|Has ongoing requirements in order to maintain; holder must demonstrate they continue to meet requirements. For example, SLPs, audiologists, and other allied health professionals are required to complete annual CEUs to keep their certification.||Is the end result; demonstrates knowledge of course content at the end of a set period in time.|
|No relationship with attaining higher education or degree.||May provide the basis and gateway for achieving a degree.|