Tuition Remission

After one year of service, full-time and part-time employees (including adjunct faculty), their spouses, and dependents are eligible for tuition remission up to the equivalent of one full-time enrollment in the College’s 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. 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. Audited courses do not qualify for tuition remission. Full-time and part-time employees may not be enrolled in courses during their normal work schedule with the exception of courses that begin at 4pm provided the courses do not interfere with their primary responsibilities and scheduled work times.  These exceptions must have supervisor approval on file with the Human Resources Office prior to enrolling.

Undergraduate And Graduate Courses

Full-time and part-time degree seeking 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 Failure to make this payment or to sign up for a payment plan, will result in being withdrawn from all classes for the semester.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.

Full-time and part-time non-degree seeking employees, spouses, and dependents must follow the registration policy for Guest/Non-Matriculated Students located in the College’s Policy Database.

Staff members who are pursuing a CCS degree are ineligible for Student development funds. Staff members who attend classes at CCS already receive tuition benefits. CCS reserves the student development funds for tuition paying undergraduate or graduate students.

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

Degree Seeking Students

Degree seeking 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 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.

Non-Degree Seeking and PCS Students

Non-degree seeking/non-matriculating and PCS students are not required to complete the FAFSA since their enrollment status is ineligible for Title IV aid.

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.

Paid Time Off


Full-time and part-time employees who work at least ten hours per week are eligible to accrue Paid Time Off (PTO) according to the schedule below. PTO must be scheduled and approved in advance by the employee’s supervisor, except for last minute illnesses, injury or emergencies. Part-time staff that work less than 10 hours per week and temporary employees or contractors are not eligible for PTO.


PTO is accrued at the following rates for full-time employees:

Employee TypeCalendar years
beginning prior to
completion of 5
years of full-time
Calendar years
beginning after
completion of 5 years of
full-time status
Full Time 12 Month Employee24 days per year31 days per year
Full Time 10 Month Employee20 days per year26 days per year
Full Time 9 Month Employee18 days per year24 days per year

Part-Time employees accrue 1 PTO day for every month worked. For example, a part-time 12 month employee will accrue 12 workdays per year and a part-time 9 month employee will accrue 9 workdays per year. Exceptions apply for part-time employees that work intermittently.

New Hires During First Partial Calendar Year of Employment

At the time of hire, employees will have zero hours of PTO in their PTO bank, and they will begin accruing hours in every paycheck.  They may use it as soon as it as soon as it is deposited into their bank, but they cannot use more PTO than they will accrue in a year.

Existing Employees

On the first and each subsequent January 1 after hire, employees will have their PTO entitlement for the entire upcoming calendar year deposited into their PTO bank and available for immediate use.  Although it will be available for immediate use, it will be earned on a pro-rated basis each paycheck.

For example, a 12-month employee who has worked for CCS less than five years will have 24 days of PTO depositing into their PTO bank on January 1.  The employee can begin using this immediately, even before it is earned.  On February 1, the employee will have earned two days of PTO; on March 1, the employee will have earned another two days of PTO, etc.  Except in the first partial year of employment, employees are permitted to take more PTO than they have earned at the time they take the PTO only in an emergency situation, as approved by the Director of HR.  An employee who does so will be considered to have a “negative PTO balance.”

PTO will be prorated accordingly when an employee is hired or terminates mid-month. When hired on or before or terminated on or after the 15th of the month, a full month’s accrual will be credited. If hired after the 15th of the month or terminated before the 15th of the month, no PTO will be accrued for the month. An employee may carryover a maximum of 1 year of PTO into the new calendar year. Excess PTO that is not taken and cannot be carried over will be forfeited.

Using PTO

Employees should follow their department procedures when requesting time off. Non-exempt employees may take PTO in increments as small as 1 hour. Exempt employees may take PTO in increments as small as one-half day. All PTO is to be used before time is taken without pay. If an employee has a negative PTO balance at the end of the year due to borrowing from the following year, the negative balance will be pulled from the PTO the employee receives in their bank as of January 1.  An employee’s PTO balance may not be more than two weeks in the negative.

Please note that even if an employee has PTO available, excessive use of unscheduled time off is disruptive and may lead to disciplinary action.  See Attendance and Timeliness policy. CCS’s PTO policy is intended to and will be interpreted to comply with the provisions of Michigan’s Paid Medical Leave Act.

PTO in Conjunction with STD and Worker’s Compensation

  1. A six working days waiting period is required before short term disability begins to pay any benefits. Employees are required to use their PTO during the six day waiting period. Employees will not accrue PTO while on Short Term Disability, but they will accrue PTO during the six working day waiting period when PTO is used. If the six working days waiting period when PTO is used ends on or after the 15th of the month, PTO will be accrued for that month. If the six working days waiting period when PTO is used ends before the 15th of the month, PTO will not be accrued for the month.  An employee cannot use PTO to bring their pay up to 100% if they are receiving less than 100% of their pay through the Short-Term Disability program.
  2. An employee receiving benefits under workers’ compensation will not be paid from both PTO and workers’ compensation for the same hours. However, an employee can supplement workers’ compensation pay with PTO to meet their full salary.

Payout of PTO

Payment of earned, unused PTO time will be made at the employee’s regular rate of pay when employment terminates. If a negative PTO balance exists at the time of termination, the employee’s last pay will be reduced by this amount (subject to compliance with applicable state law).