Tuition Remission for Children of Employees

For eligible employees who were employed before June 1, 2013: After a full-time eligible employee has completed three years of full-time service, his or her dependent children are eligible for full tuition remission, on a place-available basis, if they are accepted as a matriculated student in a full-time undergraduate program at Sarah Lawrence College through the regular admissions procedures. There is no benefit for graduate enrollment. The employee must have met the three-year service requirement prior to the first effective semester for which a tuition payment is due and must have worked full-time immediately prior to commencement of the benefit. A break in service of less than one year will not deter eligibility, provided that the employee otherwise meets the three year eligibility requirement.

Children of regular part-time employees are eligible for prorated remission of the tuition after the employee has completed three years of service in this category. Proration of the remission for part-time employees will be calculated as the average of the employee's work schedule during the three years prior to the semester that the benefit is extended. Dependent children of eligible part-time employees who change to permanent full-time status receive no less than 75% of the full award during the intermediate time until completion of three years of uninterrupted full-time service; they may receive more than 75% of the full award during this time if their previous schedule so dictates. Employees must have met the service requirement prior to the beginning of the semester for which tuition remission is extended.

Children who were enrolled in a full time graduate program at Sarah Lawrence College, and were receiving the benefit prior to June 1, 2013 may continue receiving the benefit they were receiving until their graduation, providing the parent continues to meet eligibility. After June 1, 2013 children of employees will not receive tuition remission benefits for graduate tuition.

For eligible employees who were employed on or after June 1, 2013 or who were not eligible prior to June 1, 2013: After a full-time employee has completed three years of full-time service, his or her dependent children are eligible for 50% tuition remission, on a place-available basis, if they are accepted in a full-time undergraduate program (not graduate programs) at Sarah Lawrence College through the regular admissions procedures. The employee must have met the three-year service requirement prior to the first effective semester for which a tuition payment is due and must have worked full time immediately prior to commencement of the benefit. A break in service of less than one year will not deter eligibility, provided that the employee otherwise meets the three year eligibility requirement.

Children of regular part-time employees are eligible for pro-rated remission of the tuition after the employee has completed three years of service in this category. Pro-ration of the remission for part time employees will be calculated as the average of the employees work schedule during the three years prior to the semester that the benefit is extended. Dependent children of eligible part-time employees who change to permanent full-time status receive the prorated benefit during the intermediate time until completion of three years of uninterrupted full-time service. Employees must have met the service requirement prior to the beginning of the semester for which tuition remission is extended.

Tuition Remission for children of employees is awarded to the dependent child, not the employee. Therefore, if a child has two parents employed by Sarah Lawrence College, this does not affect the educational benefit awarded to the child.

The College will not assume the cost of room and board for a student as part of the tuition remission benefit. In addition, the College will not assume the Student Activity Fee or any other fee connected with attendance at the College.

The amount of tuition remission will be reduced by any governmental tuition assistance available to the child (e.g., New York State Tuition Assistance Program and Regents tuition awards) in the same ratio as tuition remission is being received. College policy requires that all recipients of tuition remission meet with the Director of Financial Aid to determine their eligibility for governmental tuition assistance.

A dependent child is defined as one who receives more than one-half support from the employee and is claimed as a dependent by the employee on his/her tax return in each year of the tuition benefit. As proof of dependency, a copy of the "Filing Status" section of the employee's Federal Income Tax return must be attached to the tuition remission application. To prove dependency for a child of an employee and his/her domestic partner—where the employee may not claim the child as a dependent on the federal tax return, or for a child of the employee and his/her same sex spouse who may not file joint tax returns according to federal regulations, the child must be claimed as a dependent on the named domestic partner or spouse’s tax return, in each year of the tuition benefit. For same-sex married couples, to the extent that the state of residence permits joint tax returns and the claiming of the child as a dependent, a state tax return will be acceptable as proof of dependency.