Credit Classes

There is no tuition remission for special fees or materials that may be associated with the course(s) taken.

The Employee, spouse/same-sex domestic partner or dependent children must be academically qualified and must go through regular admission and registration procedures. A Tuition Remission Form for credit courses must be completed and submitted to the Department of Human Resource Services for each course taken or for each semester the student is enrolled.

1. Coverage for Staff

Employees may enroll in class immediately upon employment unless employment begins in the middle of a semester or Summer School session. In this instance, benefits will be available at the beginning of the next full semester or session.

All work will be on the Employee's own time. If University time must be used, then the Employee must secure written supervisory approval and work an equal amount of make-up time during the same week. The written approval will be maintained in the Employee's personnel record in the Department of Human Resource Services.

Should an Employee terminate his/her employment prior to halfway of a session in which any tuition remission was received, he/she will be responsible for full payment, which was waived.

2. Coverage for Spouses/Same-Sex Domestic Partner

Remission of tuition and fees for a spouse/same-sex domestic partner of an Employee shall be made only to the extent that the person does not already have some form of grant or scholarship to cover his/her educational costs.

3. Coverage for Dependent Children

Classes may be taken by an Employee's dependent children on the following basis: Tuition and college fees in any undergraduate division, for courses taken for academic credit, will be waived only to the extent that the student does not already have some form of scholarship or grant to cover his/her educational costs.

The dependent child of an Employee shall be defined as the following natural issue of the eligible Employee, a stepchild, a child legally adopted by the Employee, or a foster child, provided that the foster child shall have been living in the home of the qualified Employee and shall have been supported primarily by the Employee for at least two (2) years prior to matriculation in a college or university. Children of retired Employees are eligible for this benefit in accordance with the provision above. The child must meet the definition as a legal dependent of the Employee as stipulated by the United States Internal Revenue Code. If the Employee's child is older than age 23, the parent Employee must be able to claim the child as a dependent on his/her last annual tax return. In this instance, a copy of the tax return must accompany the request for tuition waiver.

Most children of full-time Employees are eligible for the Virginia Tuition Assistance Grant Program (VTAGP). It is the responsibility of the student and his/her parents to make application for this grant through the University's Financial Aid Department. Failure to do this will result in the student or parents having to pay tuition equaling the amount, which they would have received had they applied for the VTAGP as specified.

4. Tuition Remission Chart for Credit and Non-Credit Classes.

     Click here to see a chart showing eligibilty of staff, spouses and children.

Non-Credit Classes

A separate Tuition Remission Form for non-credit courses taken by an Employee, spouse/same-sex domestic partner or dependent children must be completed and submitted with the Course Registration Form to the School of Continuing Studies two (2) weeks prior to the start of the class.

Non-credit courses are considered an independent part of the University's educational benefit. These courses do not count against the number of credit courses that are allowed. All work will be on the Employee's own time. The waiver of the non-credit tuition shall not count as part of the revenue produced by the course(s).

Executive Education Classes

Full-time employees and their spourses, same-sex domestic partners, and dependent children are eligible as per the tuition remission guidelines to take Executive Education courses.

The employing department has the right to approve the number and type of course(s) the employee may take. The employing department agrees to provide the release time needed for attendance. Employees will be responsible for the costs associated with materials needed for the course(s). A Course Registration Form may be obtained on-line from The Executive Education sections of http://business.richmond.edu/executive-education/forms/registration-form.html.

In order to maintain the integrity of the Executive Education programs, a limited number of University of Richmond employees will be enrolled in each course. Much of the program's value comes from the richness of the discussions and conversations held within the classroom, and the diversity of businesses and industries represented in the courses is a vital part of the value of those conversations. We want University of Richmond employees to have the opportunity to enjoy the same valuable experience as all other participants.

Tuition Exchange

Tuition Exchange is a competitive process and exchange is not automatically guaranteed upon admittance to a participating college or university.

1. Tuition Exchange, Inc.

Tuition Exchange, Inc., which has 580+ members, is the largest of the two exchange programs. There are currently 580+ member schools. Eligibility for sponsorship by the University is based upon the previously outlined requirements for tuition remission as well as the Employee's seniority in length of service and the dependent's admission to and award of scholarship from the other institution.  To be eligible for Tuition Exchange, dependents must be unmarried and age 23 or under.

Each member institution sets its own criteria for awarding scholarships and is limited by the need to keep its imports and exports in balance.

2. Associated Colleges of the South

The University of Richmond participates in a tuition exchange program with fifteen of the members of the Associated Colleges of the South. The program is available to dependents of eligible full-time staff at each institution. The student must also apply for admission through the admissions office of the other institution and must be granted admission before being considered for a tuition exchange scholarship. The number of ACS tuition exchange awards available is determined by each institution's number of imports and exports each year. The program policies, guidelines and annual participation fee ($1,500 payable by the student) are reviewed each year and are subject to change periodically.

Participating ACS member institutions are:

• Birmingham-Southern College
• Centenary College
• Centre College
• Furman University
• Hendrix College
• Millsaps College
• Morehouse College
• Rhodes College
• Rollins College
• Southwestern University
• Spelman College
• Trinity University (Texas)
• University of Richmond
• University of the South
• Washington and Lee University

Application for exchange should be made through the Business and Finance Office as early as possible in the fall semester of the dependent's senior year in high school. Students must also independently apply for regular admission through each college or university's admissions office. Eligibility for dependents of staff will be verified through the Department of Human Resource Services.

For cost, please view the Tuition Remission Chart for Credit Classes at the following link : http://hr.richmond.edu/guidelines/tuitionremission.htm 

Note:   A third program, The Inter-University Faculty/Staff Dependent Tuition Scholarship Program, has been inactive for over ten years.  Faculty and staff will be notified if this situation changes.

For further information visit http://businessoffice.richmond.edu/tuition/or contact the Coordinator of Tuition Exchange Programs, (804) 289-8150, in the Office of the Vice President for Business and Finance

Coverage for Fully Disabled or Retired Employees and Eligible Family Members, or the Spouse/Same-Sex Domestic Partner and Children of Deceased Employees

Full-time Employees who are totally disabled or retired and who at the time disability began or at the time of retirement had been continuously employed by the University for three (3) years shall receive the tuition remission benefits for themselves and eligible family members which would have been theirs had the Employee not become disabled or retired.

The surviving spouse/same-sex domestic partner who does not remarry and the eligible children of a deceased full-time Employee, who at the time of death had been continuously employed by the University for at least three (3) years, shall receive the tuition remission benefits which would have been theirs had the Employee not died.

The words "tuition remission benefits which would have been theirs" means the tuition benefits available at the time application for such benefits is made, not the tuition remission benefits in effect at the time of death, disability or retirement.