A. Employee Benefits

9.1   Authority

9.1.1   The USNH Human Resources Office shall be responsible for the development of tuition policy and administration of the tuition benefit plan.

9.1.2   The campus Human Resources Office is responsible for determining eligibility for tuition benefits for faculty/staff members and spouse or dependent children.

9.1.3   The Vice President/Dean of Student Affairs will verify eligibility of campus chaplain and ROTC personnel, spouses, and their dependent children by providing a list of eligible participants to the campus office responsible for personnel administration no later than the Monday preceding the first day of classes.

9.2   Faculty/Staff Tuition Benefits

9.2.1   Description. For faculty and staff members, the tuition benefit covers enrollment in any regular credit courses offered by USNH institutions with a USNH course identifier, and where the tuition is paid to a USNH entity. This benefit includes full employer paid coverage at the in-state rate of tuition (equals the tuition rate charged to New Hampshire residents and varies by institution and program) for both the courses (at the rate indicated below) and any mandatory fees generally required of other students.

9.2.1.1   Non-credit Course Benefit. The plan also provides a 50% tuition benefit for non-credit courses for employees only. Mandatory fees generally required of other students for non-credit courses will be paid under this Benefit. The benefit is included with the total number of courses permitted and outlined in USY V.A.9.2.1.3. (Effective 6/1/93)

9.2.1.2   The tuition plan does not apply to institutes or courses offered by other educational institutions on campuses of the University System of New Hampshire.

9.2.1.3   The level of coverage for the tuition benefit (payment for courses) is as follows: for 76-100% appointments up to five (5) courses in a fiscal year, with no more than two (2) courses per semester or summer session; for appointments of 51 to 75% coverage equals up to three (3) courses per fiscal year and no more than two (2) in a semester or summer session; for appointments of 50% two and one-half (2 1/2) courses per fiscal year. Adjustments in percent-time following registration will not change the value of the tuition benefit for that semester.

9.2.1.4   The basic measure of the tuition benefit is by course rather than by credit hour. For example, both a two-hour course and a four-hour course will count as one (1) course.

9.2.1.5   If a faculty/staff member chooses to enroll for more courses/credits than those provided for in the above schedule, he/she will be charged for the additional tuition at the in-state rate.

9.2.2   Eligibility. A faculty/staff member is eligible for the tuition benefit following successful completion of the initial introductory period following employment in a benefits eligible position (see USY V.C.8.1.4). For faculty, for purposes of this policy, the completion of the initial introductory period shall mean following two (2) semesters of benefits eligible employment. A faculty or staff member must be employed in a benefits eligible position for one year on or before the first day of classes in the semester for which application is made for a tuition waiver for his/her spouse/dependents (see USY V.A.9.3). Flex-year employees remain eligible for tuition benefits during periods of non-active service.

9.2.2.1   Approval by the employee's supervisor is required in order for a staff member to enroll in a course that is scheduled to meet during the staff member's normal work hours.

9.2.2.2   The employee tuition benefits and/or family tuition benefits are also available to campus chaplains and ROTC personnel, spouses, and their dependent children in accordance with the terms and conditions as outlined in this policy.

9.3   Spouse and Dependent Children Tuition Benefit

9.3.1   Description. The spouse and dependent children of full-time status faculty/staff members may enroll in any of the regular credit courses offered by the University System of New Hampshire at one-half of the current in-state tuition rate. The tuition benefit policy applies to official student exchange programs (has a USNH course identifier, and the tuition is paid to a USNH entity), in which the student remains fully registered at his/her home institution and also covers administrative fees paid by students in the junior year abroad program.

9.3.1.1   This benefit is not cumulative; that is, if both father and mother are employed by USNH, one-half of the current in-state tuition for their dependent child or children must be paid.

9.3.1.2   The tuition paid by the employer is prorated for the spouse and dependent children of flex year employees and is equal to the faculty/staff member's percent time of appointment. Example: The spouse of a faculty/staff member with a 50% time appointment is eligible for a tuition payment by the employer equal to 50% of one-half of the in state tuition rate.

9.3.2   Eligibility -- Children. For the purposes of this benefit, children are considered dependent if, at the time of class registration, they are unmarried, have not reached the age of 24, and are dependent on the faculty/staff member for more than half of their financial support.

9.3.3   Eligibility -- Spouse. For the purpose of this benefit, a spouse is any person who is legally defined as a "spouse" by the State of New Hampshire or domestic partner as defined by USNH policy.

9.4   Employer Paid Tuition Benefits for Children of Deceased Faculty/Staff Members. Children of deceased faculty/staff members who, at time of death, were either a tenured faculty member or had been employed in a status position for at least five (5) years are entitled to the same educational benefit as indicated above.

9.5   Termination. A faculty or staff member who terminates during a semester, in which the educational benefit is being used, shall be responsible for a pro-rated portion of the benefit provided to the employee, spouse and/or dependent children. See USY V.F.11.4.12.

9.6   Taxability. The University System will comply with all state and federal laws regarding the taxation of tuition benefits.