Updated October 2018
After one year of service, employees, their spouses and dependents are eligible for tuition remission up to the equivalent of one full-time enrollment in College undergraduate and graduate programs per year. In addition, full-time employees and their spouses and dependents are eligible for tuition remission toward Precollege and Continuing Studies (PCS) classes. Audited courses do not qualify for tuition remission. Dependents are defined as spouses or children up to age 25, who can legally be claimed on the employee’s annual tax filings with the IRS.
Undergraduate and Graduate Courses
Employees, spouses and dependents will have the class tuition waived but will be responsible to pay for registration and appropriate course fees prior to beginning classes. Failure to make this payment or to sign up for a payment plan, will result in being withdrawn from all classes for the semester. To sign up for a payment plan, please click here.
Precollege and Continuing Studies Courses
For PCS classes, full-time employees, their spouses and dependents are eligible for tuition remission on a space available basis for the fall and winter semesters, as well as adult classes during the summer. Summer semester youth and teen classes will be available to eligible dependents of CCS full-time employees at a discounted tuition rate. Additional materials and various fees must be paid in full, along with the discounted tuition, when registering for the classes. Please contact the PCS office or Human Resources for the current discounted tuition rate.
Free Application for Federal Student Aid (FAFSA) and CCS Scholarships and Grants
Employees, spouses and dependents receiving tuition remission must file the Free Application for Federal Student Aid (FAFSA) by February 1st to determine eligibility for financial aid from the federal and state governments and the student must accept all federal and state scholarships and grants awarded. The FAFSA may be completed at www.fafsa.gov. The CCS Tuition Remission Voucher will cover the remaining eligible tuition after grants from the State of Michigan have been applied to the student’s tuition and mandatory fee charges. Funding from Federal Pell Grants and Federal Direct Stafford Loans may be refunded to the student after all applicable charges have been paid in full.
CCS scholarships and grants are not available if tuition costs are covered in full by tuition remission. If the student is eligible for a partial tuition remission, this amount is compared to the amount they may be eligible for in CCS scholarship and grant funds. The student will receive the higher of the two amounts.
Withdrawals, Dropped Courses, or Failing Grade
Employees, their spouse or dependents will be responsible for the tuition charges/surrender fees for a withdrawn, dropped, or failed course(s).
Employees should contact the Office of Human Resources to determine tuition remission eligibility and to obtain the Tuition Remission Voucher and instructions.
The objective of the CCS Tuition Reimbursement program is to invest in CCS employees in a way that benefits both the individual and the institution, and supplement CCS employees in pursuit of academic degrees.
The criteria for tuition reimbursement consideration are listed below. Applications will be reviewed twice a year by a committee consisting of VPs of Finance and Administration, Enrollment and Student Services and Institutional Advancement, the Director of Human Resources and the Associate Provost for Faculty Affairs.
- Must be a full-time employee for at least two years at the time of application
- Classes must be relevant to current position
- Courses of study must be in pursuit of an academic degree, and applications must include an academic plan of work (courses that employee plans to take to get to the degree)
- Employee must complete a Tuition Reimbursement Form by July 1 for fall, November 1 for winter and April 1 for summer
- Supervisor must approve prior to submitting the form
- Reimbursement will be reconsidered annually; there is no guarantee of on-going reimbursement given the number of employees participating and limited funds
- Classes must be after work hours except with prior approval
- Class must be successfully completed the first time with a B or above prior to reimbursement
- Each approved employee is eligible for reimbursement for up to $3,000 per year for charges they have already paid
- Employees pursuing a Bachelor’s degree must file the FASFA and accept all Federal, State, and Institutional scholarships and grants awarded by the institution A billing statement must be submitted to HR for compliance review and approval of reimbursement
- If obtaining/completing a degree was a condition of employment, you are not eligible for this program
- Employee must remain with CCS for at least two years after tuition is reimbursed or may be eligible for repayment of investment.
The Americans with Disabilities Act (ADA) is meant to provide fair and equitable treatment of the disabled through non-discriminatory practices and reasonable accommodations.
The ADA protects people who are disabled – defined as anyone with a physical or mental impairment that substantially limits one or more major life activities. The law protects both job applicants and employees.
CCS supports and follows the provisions of the Americans with Disabilities Act and Michigan law, as stated in the law. It is CCS’s policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual’s disability or perceived disability so long as the employee can perform the essential functions of the job. In addition, CCS provides reasonable accommodation for qualified individuals with a disability in accordance with the ADA and other applicable laws, except where such an accommodation is unreasonable or would create an undue hardship on CCS. Reasonable accommodation may also be provided to pregnant employees, even where they do not qualify as disabled under the ADA or state law.
Employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact Human Resources. Requests for accommodation should be made as soon as possible after the need is known. Under Michigan law, the request for reasonable accommodation must be made in writing within 182 days of knowing of the need for such accommodation.
Employees who believe they or another employee have been treated in violation of this policy should follow the reporting procedure set forth above in the College’s Policy on Equal Opportunity, Discrimination and Harassment.