Tuition Sponsorship for Full-Time Permanent Employees

1. Introduction and Purpose

Loyalist College is committed to providing consistent guidelines for tuition sponsorship for eligible full-time permanent employees and their spouse and/or children for approved Loyalist courses and/or programs of study to the extent permitted by the Ministry of Colleges and Universities.

The College is committed to:

• ensuring compliance with all applicable legislation and College policies.
• ensuring that a procedure is developed to formalize the policy.

2. Application

This policy applies to all Loyalist College full-time permanent employees and their immediate family members (specifically spouse/partner and/or children).

3. Policy Statement

Loyalist College supports the commitment of individuals to increase their formal educational credentials. Eligibility for this benefit commences effective at the start of the first full semester after the full-time permanent employee has completed one-year of service. Eligibility for this benefit will cease at the conclusion of the semester in which the employee terminates their employment with the College.

The Tuition Sponsorship Program will provide support for full-time enrolment in a program which:

• is funded by the Ministry of Colleges and Universities; and,
• leads to a Loyalist College certificate, diploma, applied degree, or bachelor’s degree undertaken at Loyalist.

3.1 This support is provided to full-time permanent employees and immediate family members (specifically spouse/partner and/or children) as outlined in the procedure and consists of applicable tuition fees. All other fees and levies remain the responsibility of the student (e.g., ancillary fees, consumable fees, campus service fee, late fees, default fees, books, course material, equipment, etc.).

4. Conditions for Tuition Sponsorship

The employee must be:

• A full-time permanent employee with Loyalist College for more than one year for the Tuition Sponsorship to be granted.
• The employee must have successfully completed their probationary period with the College and have had their probation review before applying for Tuition Sponsorship.
• The training being sought by the employee should result in added value to the College’s overall skills profile. It should clearly be of value to both the individual and the College.
• The academic program being requested should be in line with the employee’s professional development plan as discussed during goal setting meetings with manager.
• Funds must be available in the budget to cover such expenses.
• Should the eligible employee leave the College before the end of the semester, they will be responsible for reimbursing the College fifty percent (50%) of the tuition fees that were sponsored to them or their family member.

5. Related Documents

• HR 407 Tuition Sponsorship for Full-Time Permanent Employees Procedure