For members of the following Bargaining Units/areas:
The University of Connecticut Employees Association (UCPEA) Article 34 of the the University of Connecticut Professional Employees Association contract effective July 1, 2007 – June 30, 2011. Extended to 2016 by SEBAC agreement
Employee Tuition Reimbursement Form
- The course is career related as verified by the appropriate supervisor. Electives, which are part of a degree program, are permitted with the supervisor’s approval.
- There is a reasonable expectation that the University will benefit from the employee’s participation in this program.
- All courses are taken at fully accredited colleges or universities. This may include taking a credit bearing, distance-learning course from a fully accredited institution. Exceptions are considered when the employee presents good cause in writing and the appropriate University designee verifies the reasons.
- Credit-bearing courses may be undergraduate or graduate.
Reimbursements apply to summer, fall, and spring coursework.
- Applicants must be employed a minimum of 50%. Reimbursements will be prorated to the employee’s percent of employment above 50%.
UCPEA Member Reimbursement Rate
The reimbursement rate will be determined by the availability of funds, on a first-come-first-served basis.
- There are no 100% reimbursements. Effective July 1, 2007, and in each subsequent year of the agreement, $19,500 shall be available per contract year for tuition reimbursement for all participating bargaining unit members. This amount shall be allocated in 3 equal installments over the summer, fall and spring semesters.
- There will be a total of $6,500 in the reimbursement pool in each of the above semesters. The percentage used to determine individual reimbursements will be equal and is dependent on the number of employees participating in the program each semester.
Please Note: Credit Limit: 3 – 4 credits per semester, with a fiscal year limit of 9 credits per year.
- If the course is taken as part of a program at the University of Connecticut, reimbursement will be based on a percentage of the University’s rate for tuition.
- If the course is taken as part of the Credit Extension program at the University of Connecticut, reimbursement will be based on the University of Connecticut, Storrs per credit rate.
- If the course is taken at another fully accredited college or university, the reimbursement percentage will be the same as if it were for a course taken at Storrs that semester, or the other institution, whichever is less.
- Employees in an MBA program will be reimbursed based on the MBA per credit rate at the University of Connecticut, Storrs, or the other institution, whichever is less.
- If a supervisor requires an employee to obtain work-related training, the department will assume the cost of the training.
- Fees for registration, textbooks, insurance, and other university fees will not be considered for reimbursement.
Tuition Reimbursement is a two part process. Applications are due two weeks prior to the start of classes. Administrative documentation (paid fee bill, grade report) is due at the end of each semester for which you have applied.
Documentation deadlines are as follows:
Summer: September 15
Fall Semester: January 15
Spring Semester: June 1
Application & Reimbursement Procedure:
Please Note: Applying for a tuition reimbursement is a two part process. The application is submitted at the beginning of the semester. The documentation supporting your application (grades and fee statement) is submitted at the end of the semester.
- Employee completes the application form.
- Employee obtains their supervisor’s signature.
- The Temporary Flexible Schedule Request (page 2 of the application) is applicable to UCPEA members. If the course is during the employees regular work schedule, the temporary flexible schedule should be completed and approved by the employee’s supervisor.
- Please allow adequate time for administrative procedures. Applications should be submitted to the Department of Human Resources no less than two weeks prior to the start of class. Applications not received within the two-week deadline, will be considered late and placed on a waiting list. Should funds become available, at the end of the semester due to cancellation(s), consideration will be given to late applications.
- Human Resources will notify employee of application approval (subject to receipt of end-of-semester documentation).
- Employee will communicate cancellations and changes in courses, tuition or employment status to Human Resources immediately.
At the end of the semester the employee must forward a copy of the following documentation to Human Resources:
- Course Grade Report – clearly identifying the student, the institution attended, the semester, the course name, and the course grade
- Paid Fee Receipt – clearly identifying the student, the institution attended, the semester, the course, and amount paid for the course (paid fee receipt must be itemized and show a zero balance for the semester). Canceled checks are not an acceptable form of documentation.