POLICY 06:04:00

SUPPORT FOR EDUCATIONAL ASSISTANCE

Purpose

The purpose of this guideline is to establish the process and procedures regarding educational assistance for Pellissippi State employees.

Policy

Support for Educational Assistance
1. The Tennessee Board of Regents and Pellissippi State Community College is committed to the need for the continued professional growth and development of employees.
  1. Support for educational assistance of personnel and their dependents is an important vehicle for addressing that need.
  2. The programs described in this guideline provide benefits to personnel at Pellissippi State to further their formal education.
  3. With the exception of the Fee Waiver (formerly referred to as PC-191) which is mandated by the State of Tennessee, the classes and programs for Pellissippi State employees and dependents are available subject to funds being budgeted and available within the institution.
  4. The programs are:
    1. Fee Waiver for TBR/UT System Employees Program (formerly PC-191)
    2. Faculty and Staff Tuition Reimbursement Program
    3. Employee Audit/Non-Credit Program
    4. Faculty or Administrative/Professional Staff Grant-in-Aid Program
2. The College may develop and administer educational or professional development programs that are designed to advance the objectives of the mission of the College.
3. Exceptions to the provisions of the programs for Pellissippi State employees can be made upon recommendation of the president and approval by the Chancellor.
4. For-credit coursework attempted through one of the programs in this guideline must be through an institution accredited by one of the Regional Accrediting Organizations recognized by the Council for Higher Education (www.chea.org).
Taxation of Educational Assistance Programs
1. A portion of undergraduate and graduate course tuition, paid by Pellissippi State employees may be eligible for exclusion from the employees’ gross annual income, in accordance with Internal Revenue code (IRC). Employees should seek assistance from their personal tax consultants on this issue, however.
Fee Waiver for Pellissippi State Employees Program
1. Full-time regular employees of the College are eligible to enroll in one credit course per term at any state of Tennessee public postsecondary institution (TBR or UT), with fees waived for the employee.
2. Part-time regular and part-time temporary employees, including adjuncts, are eligible to enroll in one credit course per term at Pellissippi State, with fees waived for the employee.
3. The waiver is limited to one class, not to exceed 4 credits or 120 clock hours. It may apply for partial payment of classes of more than 4 credit hours or 120 clock hours.
4. The enrollment is limited to available space with the intent that tuition-paying students shall not be denied enrollment by a student using a fee waiver.
5. If applicable, the fee waiver should be used before other forms of educational assistance that may be offered by the College.
6. Eligibility
  1. All full-time employees (faculty, administrators, and support staff) of the College are eligible to participate.
  2. Part-time regular and part-time temporary employees, including adjuncts, of Pellissippi State Community College are eligible to enroll in one credit course per term at the College (in which they work), with fees waived for the employee.
7. The employment status of an employee on the published first day of class for each term determines eligibility for participation in this program. Any change in employment status after the first day of classes shall not affect eligibility for that term or the amount of assistance received. Fees Paid/Type Course Paid/Number of Hours
  1. This waiver applies to one credit course, graduate or undergraduate, which includes maintenance fees, registration fees, tuition, debt service fees, technology access fees, online course fees, TN eCampus (formerly RODP/ROCC) fees, and service charges.
    1. There is a limit of one course per term with a maximum limit of four (4) terms per year.
    2. Term shall mean any period of time in which a student may receive a grade for the completion of a course.
    3. Employees are responsible for special course fees, books and supplies, application fees, applied music fees, lab fees, off-campus facility fees, parking fees, traffic fines and similar fees.
    4. Employees are not eligible for fee waivers at more than one institution per term.
  2. This waiver applies to courses that are normally offered for-credit, although auditing a course is allowed.
    1. Employees must meet the regular academic rules and regulations of the institution offering the course.
    2. This program does not apply to continuing education or other non-credit courses.
  3. Fees will not be waived for programs for which part-time or course-by-course enrollment is prohibited as determined by the institutions, or where costs exceed regular for-credit courses.
    1. Examples include, but are not limited to, programs of law, medicine, dentistry, pharmacy, and veterinary medicine.
8. Payback Provisions
  1. Payback provisions do not exist.
9. When the Participant May Attend
  1. Supervisors/Department Heads who approve Fee Waiver applications should keep in mind that job performance is paramount and must receive priority.
  2. Courses should be scheduled at times other than during regularly scheduled work hours unless the use of annual leave or an alternate work arrangement is documented and approved by the supervisor prior to enrolling in the course.
10. Accounting/Budgeting Provisions
  1. An employee must complete the Fee Waiver section of the Request for Educational Assistance form available in myPellissippi and receive approval from their supervisor prior to registering for a course.
  2. If the employee is attending Pellissippi State, the expenditure is charged to employee benefits.
    1. If the employee is attending another institution, the institution attended charges the expenditure to scholarships and fellowships.
    2. Pellissippi State does not recognize an expenditure when an employee attends another institution.
  3. The University of Tennessee and the Tennessee Board of Regents do not exchange funds for employees taking courses between the systems.
Faculty and Staff Tuition Reimbursement Program
1. This program’s general goal is to encourage faculty and staff members to develop their skills and knowledge through participation in educational programs and is intended to serve as a means of job-related career development.
2. The program is designed to provide assistance for an employee who takes credit courses in a degree program while continuing work responsibilities.
3. The program should be used in the employee’s pursuit of a degree that is judged by the College in its sole discretion to be beneficial to the institution.
  1. Eligibility
    1. Any regular part-time or full-time employee who has been continuously employed by the College for at least six months, may, upon verification of service, be eligible to participate.
      1. Regular part-time employees may receive a pro rata portion of assistance based on percentage of employment.
      2. Employees with prior temporary service immediately preceding regular employment shall receive credit for such service if they qualify for leave accrual and longevity adjustments.
    2. TBR employees who retire with at least 10 years of state service maintain eligibility under this program.
  2. Fees Paid/Type Course Paid/Number of Hours
    1. This program is designed to provide maintenance or tuition-related charges for a maximum of six (6) credit hours per term, as term is defined by the College, with a maximum of four (4) terms per year.
    2. An employee may enroll in more than one course during the summer as long as the summer terms in which the courses are to be taken do not overlap. Tuition-related fees may include maintenance fees, registration fees, tuition, debt service fees, technology access fees, online course fees, TN eCampus fees, service charges and incidental fees payable at the time of registration.
    3. Employees are responsible for required deposits, special course fees, books and supplies, application fees, applied music fees, lab fees, off-campus facility fees, parking fees, traffic fines and similar fees.
    4. Employees must meet the requirements for admission and the regular academic rules and regulations of the institution offering the course.
  3. Payback Provisions
    1. Unless retired, the recipient shall be required, after completion of the course or courses, to be employed for not less than one (1) month of full-time employment for each month of the term of participation in the Faculty & Staff Tuition Reimbursement Program.
      1. Early voluntary separation will, therefore require the employee to reimburse the College for the remaining balance of this commitment.
    2. In order to receive future reimbursement, participants must satisfactorily complete all course requirements as defined by the academic program in which they enrolled. A grade of Incomplete at the conclusion of the grading period or a withdrawal is not considered as satisfactory completion. The employee must pay for and satisfactorily complete the same number of hours before again being eligible for this program. Exceptions will be made only in cases (1) where a course is failed for health reasons or (2) where another substantial reason is recognized by the attending institution’s academic guidelines.
    3. Reimbursement will not exceed the amount actually paid by the employee for the class(es).
  4. For employees taking courses other than at Pellissippi State, reimbursement applications shall be conditionally approved and held by the office of Human Resources to process these requests until the employee requests reimbursement and documents satisfactory course completion. At that time, the employee will be reimbursed for the prior course(s) and subsequent applications may be conditionally approved.
    1. Employees eligible to receive reimbursement must have all required documents submitted to Human Resources within the fiscal year of course completion to receive reimbursement.
  5. At the College’s discretion, fees may be waived for classes taken at Pellissippi State, but employees will be subject to the provisions of this guideline regarding service time after the class and satisfactory course completion. Successful completion of courses must be documented before being granted approval to take subsequent classes under this program.
  6. When the Participant May Attend
    1. Courses should be scheduled at times other than during the regularly scheduled work hours unless the use of annual leave or an adjusted work schedule has been documented and approved by the supervisor prior to enrolling in the program.
  7. Accounting/Budget Provisions
    1. Requests for approval to participate in the Reimbursement Program shall be submitted via the form which appears in myPellissippi.
      1. If the employee is required to pay fees when due, fees may be paid in accordance with the provisions of Deferred Payment Plan TBR Guideline B-070, provided a Deferred Payment Plan has been implemented at the institution the employee is attending.
    2. Pellissippi State shall account for the chargeback as an employee benefit to indicate the College is paying the cost for the benefit of the employee. The charged institution shall remit payment to the institution providing instruction as tuition/maintenance income.
  8. Limits on Tuition Reimbursement Rates
    1. Requests for participants attending public institutions will be reimbursed at the current semester hour rate for that institution.
    2. For individuals who wish to attend other than a Tennessee public institution under this program, reimbursement will not exceed the highest current semester hour rate for a comparable program offered by a Tennessee public institution.
    3. Reimbursement for concentrated programs at public or private institutions will be limited to the prevailing graduate fee rate for a comparable program within a Tennessee public institution.
Employee Audit/Non-Credit Program
1. This program is designed to provide course and maintenance fees only for an employee who takes courses based on one of the following:
  1. Audit;
  2. Job-related non-credit basis;
  3. Any wellness-related courses that are clearly designed to positively affect one’s physical well-being as defined by the College.
2. Such courses may be taken at Pellissippi State or another Tennessee public institution while continuing work responsibilities at the College.
  1. Eligibility
    1. Any regular part-time or full-time employee who has been employed by the College for at least six months, upon verification of service, is eligible to participate.
      1. Employees with prior temporary service immediately preceding regular employment shall receive credit for such service if they qualify for leave accrual and longevity adjustments.
      2. Requests for approval to participate shall be submitted on the request form available in myPellissippi. Regular parttime employees may receive a pro rata portion of assistance based on percentage of employment.
    2. TBR employees who retire with at least 10 years of state service immediately preceding retirement maintain eligibility under this program.
    3. With the exception of retirees, as stated above, the employment status of an employee on the published first day of classes for each term determines eligibility for participation in this program. Any change in employment status after the first day of classes shall not affect eligibility for that term or the amount of assistance received.
    4. Retired state employees with 30 or more years of service are eligible to audit courses at state institutions of higher education without charge.
  2. Fees Paid/Type Course Paid/Number of Hours
    1. This program is designated to pay maintenance or tuition-related fees for audit, job-related non-credit courses, or wellness courses to a maximum of six credit hours or two job-related (for employees) non-credit or wellness courses per term.
    2. Tuition-related fees may include maintenance fees, registration fees, tuition, debt service fees, technology access fees, online course fees, TN eCampus fees, service charges and incidental fees payable at the time of registration.
    3. Job related courses designed to prepare an individual to sit for specific certification or licensure exams may be eligible for reimbursement under this program, subject to approval by the College.
  3. Payback Provisions
    1. Payback provisions do not exist.
  4. When the Participant May Attend
    1. Supervisors/Department Heads who approve participation in this program should keep in mind that job performance is paramount and must receive priority.
    2. Courses should be scheduled at times other than during regularly scheduled work hours unless the use of annual leave or an adjusted work schedule has been documented and approved by the supervisor prior to enrolling in the course.
    3. Course enrollment will be permitted on a “space available” basis. The enrollment is limited to available space with the intent that tuition-paying students shall not be denied enrollment by a student using the Employee Audit/Non-Credit Program.
    4. An employee may register only after the regular registration period ends as defined by the College.
  5. Accounting/Budgeting
    1. Requests for PSCC employees shall be submitted to Human Resources on a Request for Educational Assistance form via myPellissippi at least two weeks prior to enrollment in the course or courses.
      1. State retirees shall submit forms developed by the Tennessee Higher Education Commission available at https://www.tn.gov/thec/bureaus/legal-and-externalaffairs/redirect-legal-and-external-affairs/fee-waiver-andfee-discount-programs.html
    2. The College shall account for the chargeback as an employee benefit to indicate the College is paying the cost for the benefit of the employee.
      1. The charged institution shall remit payment to the institution providing instruction as maintenance income.
    3. Forms for state retirees shall be processed by the College in the same manner as fee waivers for state employees.
  6. Where the Participant May Attend
    1. All such audit/non-credit courses must be accomplished at Pellissippi State, where the person is/was employed, or another Tennessee public institution.
    2. Employees and retirees requesting the program must meet the requirements for admission and are subject to college regulations and academic procedures.
Faculty or Administrative/Professional Staff Grant-in-Aid (GIA) Program
1. The grant-in-aid is intended to serve as a means of job-related career development as well as individual professional development. GIA shall be available to eligible employees when Pellissippi State, in its sole discretion, determines that the proposed courses of study will enhance the value of the employee to the College. This program is dependent upon the availability of funds at the home institution.
  1. Eligibility
    1. Any regular full-time faculty member or full-time administrative/professional staff member at the College who has been employed for two or more years is eligible for receipt of a grant-in-aid award.
      1. Employees with temporary service immediately preceding regular employment shall receive credit for such service if they qualify for leave accrual and longevity adjustments.
      2. Requests for grant-in-aid shall be submitted on a TBR GIA Recommendation Form. Please contact the office of Human Resources for this form.
    2. The grant-in-aid shall be awarded on the basis of demonstrated need for further academic development which will ultimately benefit the College; written justification must be submitted to and approved by the president.
    3. Grant-in-aid normally will be limited to employees working toward the doctorate, or other terminal degree.
      1. However, requests for aid to pursue degrees below the doctoral level in technical/professional disciplines, and for the training or retraining of administrative/professional staff may be considered.
    4. Grant recipients must be placed on an approved leave of absence and enroll as full-time students in credit courses, except where less than full-time status is needed to complete the program.
    5. No grant-in-aid shall be awarded for a period longer than twelve (12) months.
      1. In general, a full-time grant-in-aid will be awarded on a one-time basis.
      2. If the program objectives are not achieved by the end of the designated period, the College may grant a leave of absence for a maximum of an additional twelve-month period.
      3. A second grant-in-aid may only be awarded after the recipient has fulfilled the return employment commitment of the first award.
    6. The status of an employee on the published first day of classes for each term determines eligibility for participation in this program. Any change in status after the first day of classes shall not affect eligibility for that term or the amount of assistance received.
  2. Fees Paid/Type Course Paid/Number of Hours
    1. This program is designed to provide an individual with college funds for tuition or maintenance fees and/or living allowances in accordance with the following provisions:
      1. Reimbursement of tuition-related charges may not exceed actual maintenance fees or tuition paid by the employee. Tuition-related charges include maintenance fees, tuition, debt service fees, online course fees, TN eCampus fees, service charges and incidental fees payable at the time of registration, but shall not include institutional fees for room, board, and supplies.
      2. Monthly living allowances may not exceed 50% of the grantee’s monthly salary. Academic year salaries are to be divided by twelve to derive an equated monthly salary rate.
  3. Payback Provisions
    1. A contract form, shall be executed between the College and the recipient of the grant-in-aid stating the conditions under which the grant-in-aid is awarded. The conditions of a grant-in-aid shall comply with the following minimum requirements:
      1. The recipient shall be required to return and be employed by the College for not less than three months of full-time employment for each month of grant-in-aid awarded. Repayment of time shall commence immediately after completion of the period of study or withdrawal from program. In exchange for reimbursement of allowable expenses, a participant will commit to work for the College or, if no appropriate employment is available, at one of the other Tennessee Board of Regents institutions or within the University of Tennessee system.
      2. Failure on the part of the recipient to remain employed for the period of time agreed upon in the contract shall result in a financial obligation to the College based upon the terms of the contract. The contract, specifies that if employment is voluntarily terminated prior to fulfillment of the employment obligation, the final paycheck and check representing the amount of accrued, but unused annual leave may be withheld as repayment of the financial obligation. If such amounts are insufficient to recoup the amount owed by the employee, the College has the option of pursuing one of two methods to achieve repayment as stated below:
        
        The amount or balance owed shall become an account receivable and the college shall follow the procedure outlined in TBR Guideline B-010, Accounts Receivable – Employee Receivables. If payment in full is not obtained, the debt shall be assigned to a collection agency; or
        
        The employee will be required to execute a promissory note acknowledging receipt of the grant-in-aid and containing repayment terms and conditions consistent with the grant-in-aid contract prior to the employee leaving the institution should they fail to fully complete the employment requirements of the contract.
      3. The College may terminate the employee prior to the commencement of or during the employment service period provided herein. In the event of such termination by the institution, the employee shall be relieved of repayment of the Grant in Aid.
      4. Summer or short-term employment shall be considered part-time employment in cases where the employee holds an academic year appointment. No part-time employment shall be creditable toward the fulfillment of the contract.
  4. When the Participant May Attend
    1. After approval by the president, the college may issue and execute the contract stating to the recipient the conditions under which the grant-in-aid is awarded, including when the participant may attend.
  5. Accounting/Budgeting Provisions
    1. The number of grants-in-aid of the college shall not exceed three percent (3%) of the number of full-time faculty and administrative/professional staff at the college at the time the awards are requested. If the number of full-time faculty and administrative/professional staff totals less than one hundred (100), three (3) such grants may be awarded.
    2. Requests for grants-in-aid shall be submitted using a form administered by the office of Human Resources to the president for approval prior to the beginning of the semester. After approval, the college may issue and execute the contract.
    3. Complete materials supporting each grant-in-aid request shall be maintained by Human Resources. Also, each grant recipient shall be required to provide the official grade reports during and upon completion of the grant period. Continual participation is dependent on the recipient’s satisfactory progress toward completion of a course of study.
  6. Where the Participant May Attend
    1. Participants may attend public and private institutions of higher education. Requests for participants attending Tennessee public institutions will be reimbursed at the current semester hour rate for that institution.
    2. For individuals who wish to attend other than a Tennessee public institution under this program, reimbursement will not exceed the highest current semester hour rate for a comparable program offered by a Tennessee public institution.
    3. Reimbursement for concentrated programs at public or private institutions will be limited to the prevailing graduate fee rate for a comparable program within a Tennessee public institution.
Fee Discount for Spouse and/or Dependent Children Program
1. The purpose of this guideline is to establish the provisions for such fee discounts up to 50% of the undergraduate fee and all mandatory student fees payable at the time of registration for spouses and dependent children of regular full-time and regular part-time employees, and to encourage qualified students to attend TBR and UT institutions.
  1. For-credit coursework attempted through one of the programs in this guideline must be through an institution accredited by one of the Regional Accrediting Organizations recognized by the Council for Higher Education (http://www.chea.org/).
2. These mandatory student fees include maintenance fees, registration fees, tuition, debt service fee, online course fees, TN eCampus (formerly RODP/ROCC) fees, service charges, student activity fee, general access fee, student government fee, and technology access fee.
3. The mandatory student fees do not include the application fee, off-campus facilities fee, or any special course fees.
  1. Eligibility – The following groups will be eligible under this program:
    1. Regular full-time employees are eligible for a student fee discount for their spouses and dependent children who have been admitted to any of the institutions in the TBR or UT system as undergraduate students through regular admission procedures.
      1. Spouses and dependent children of regular part-time employees who have one or more years of continuous service within either system working a minimum of fifty percent (50%) time shall receive a pro rata discount based on the employee’s percentage of employment.
      2. Part-time employees with temporary service immediately preceding regular service shall receive credit for such service if they are eligible for leave accrual adjustments.
    2. Spouses of employees having 10 or more years of continuous full-time service within the Tennessee Board of Regents system immediately preceding retirement or death are eligible for the fee discount for 5 years from the date of death or retirement of the employee whichever shall occur first.
      1. Dependent children of employees having 10 or more years of continuous full-time service within the Tennessee Board of Regents system immediately preceding retirement or death that are age 26 and under are eligible for the fee discount.
    3. Spouses of employees having less than 10 years of full-time continuous service within the Tennessee Board of Regents system immediately preceding retirement or death are eligible for the fee discount for two years from the date of death or retirement of the employee, whichever shall occur first.
      1. Dependent children of employees having less than 10 years of full-time continuous service immediately preceding retirement or death are eligible for the fee discount for 2 years from the date of death or retirement of the employee, whichever comes first.
      2. The fee discount is only available for dependent children age 26 and under.
      3. However, in accordance with T.C.A. § 8-50-115, dependents under age 24 at the end of the two-year period become eligible for a 25% discount if the parent:
        
        Died while employed full-time; (effective May 31, 1997) or
        
        Was killed on the job or in the line of duty while a full-time employee
        
        Example 1: A dependent is 24 years of age when an employee with less than 10 years of service retires/dies. The dependent is eligible for the 50% discount for 2 years or through age 26, whichever comes first. Since the dependent is 26 at the end of 2 years, no additional benefit is available under T.C.A.§ 8-50-115.
        
        Example 2: A dependent is 18 years old when an employee dies with less than 10 years of service. The dependent is eligible for a 50% discount for 2 years. Since the dependent is 20 when the two-year period expires, the dependent is then eligible for a 25% discount through age 23.
    4. Spouses of employees who had 10 or more years of continuous regular part-time service immediately preceding retirement or death are eligible for the fee discount on a pro rata basis for 2 years from the date of death or retirement of the employee.
      1. Dependent children of such employees are eligible for the fee discount for 2 years from the date of death or retirement of the employee.
      2. The pro rata discount will be based on the employee’s percentage of employment at the time of retirement or death.
    5. Spouses and dependent children must be admitted to the Tennessee Board of Regents or University of Tennessee institutions through standard admissions procedures.
    6. For purposes of this program, dependent children shall be defined as:
      1. The employee’s natural children 26 years of age or under;
      2. The employee’s stepchildren, provided such children are 26years of age or under;
      3. The employee’s legally adopted children who are 26 years of age or under; or
      4. Any other individuals who are 26 years of age or under and living in a parent/child relationship with the employee, such as children of deceased parents who are being raised by a grandparent who is a TBR system employee.
        
        The institution, at its discretion, may require satisfactory proof of the relationship or criteria qualifying an employee’s dependent for eligibility under this program.
    7. Benefits provided by the Veterans’ Dependents’ Post-Secondary Education Program are greater than those provided by the Student Fee Discount for Spouse and Dependent Children of Employees Program. Therefore, dependents receiving such benefits are not simultaneously eligible for benefits from this program.
      1. Example: A female employee has an eighteen (18) year old son whose father died while serving in the U.S. military during a qualifying period of armed conflict as defined in the Veterans’ Dependents’ Post-Secondary Education Program. The dependent has been approved for monetary benefits under that program. As a result, he is no longer eligible for benefits under the Student Fee Discount for Spouse and Dependent Children of Employees Program.
    8. The employment status of the employee on the first day of classes for each term in which the spouse and/or dependent enrolls shall be used to determine eligibility and the amount of the student fee discount for the spouse and/or dependent children; a change in employee status after the first day of classes shall not affect eligibility for the student fee discount for that term.
    9. For employees who meet eligibility requirements after the first day of classes in which the spouse and/or dependent enrolls, the discount will be available at the beginning of the next term.
    10. Pellissippi State Community College is responsible for certifying employee eligibility for fee discounts under this policy.
    11. Employees who are on leave of absence with pay will retain eligibility under this policy; the employee’s percentage of employment immediately prior to the effective date of the leave of absence shall determine the amount of the student fee discount.
    12. Employees who are on leave of absence without pay are not eligible for the spouse/dependent discount under this policy unless the leave of absence (a) is due to an on-the-job injury, (b) complies with the provisions of the Family and Medical Leave Act of 1993, or (c) is approved by the institution or the System Office to permit the employees to engage in teaching or other job-related activities intended to increase their efficiency as employees.
      1. Examples are activities such as student teaching or internships that are required parts of a degree program being sought.
    13. If a regular employee also qualifies under this policy as an employee’s spouse or dependent child, other fee waiver and staff development provisions for employees shall take precedence.
    14. Employees are responsible for notifying the Office of Human Resources of any changes in eligibility.
  2. Fees Paid/Type Course Paid/Number of Hours
    1. This program is applicable to undergraduate courses at Tennessee Board of Regents and University of Tennessee institutions up to and including full-time study.
    2. Correspondence or non-credit courses are not eligible, except at the Tennessee Colleges of Applied Technology.
    3. If the spouse or dependent child is receiving Title IV Financial Aid, the employee must notify the Financial Aid Office.
    4. The amount remaining after financial aid and the discount rendered under this program may be paid in accordance with the provisions of Deferred Payment Plan Guideline B-070, provided a Deferred Payment Plan has been implemented at the institution the employee’s spouse/dependent is attending.
    5. Auditing a course is allowed if the course is a credit course.
  3. Payback Provisions
    1. Payback provisions do not exist.
  4. Accounting/Budgeting Provisions
    1. Discounts of 50% of the undergraduate maintenance fee and mandatory student fees are available for dependents of full-time employees; discounts for dependent children and spouses of eligible part-time employees are prorated based on percentage of time worked.
    2. The discount shall not be applicable to other fees, i.e., application for admission fees, applied music fees, lab fees, books and supplies, parking fees, dormitory charges or meal plans. The amount of the discount shall be rounded to the nearest dollar.
    3. The request needs to be submitted two weeks prior to enrollment on the Request for Fee Discount for Spouse and/or Dependent form available via myPellissippi.
    4. The College shall account for the chargeback as an employee benefit to indicate that the employer (Pellissippi State) is paying the cost for the benefit of the employee. Pellissippi State shall remit the tuition fees to the institution providing instruction as maintenance income.
  5. Where the Participant May Attend
    1. Spouses and dependent children may enroll in undergraduate courses in either the Tennessee Board of Regents or the University of Tennessee Systems.

Refer to Tennessee Board of Regents Guideline P-130, Support for Educational Assistance and P-131, Educational Assistance for Spouse and Dependents of TBR Employees.

Procedures
Educational assistance forms can be accessed via myPellissippi or in the Human Resources office in Goins Building, Room 262. An employee’s eligibility status must be certified by Human Resources staff.

Approved: President Allen G. Edwards, January 31, 2005
Reviewed/Recommended: President’s Staff, February 19, 2007
Approved: President Allen G. Edwards, February 19, 2007
Editorial Changes: May 15, 2009
Reviewed/Recommended: President’s Council, February 27, 2012
Approved: President L. Anthony Wise, Jr., February 27, 2012
Reviewed/Recommended: President’s Council, November 20, 2017
Approved: President L. Anthony Wise Jr., November 20, 2017
Reviewed/Recommended: President’s Council, June 27, 2022
Approved: President L. Anthony Wise Jr., June 27, 2022
Reviewed/Recommended: President’s Council, February 26, 2024
Approved: President L. Anthony Wise, Jr., February 26, 2024