You must enroll in the benefit plans within 60 days from your date of hire. After 60 days you may only enroll during the open enrollment period. The plan year is January 1 to December 31, so after the initial 60 days of employment, your coverage would not begin until January 1. It is recommended that you enroll within your first week of employment. Enrollment forms are available from your departmental benefits coordinator or at the University Human Resources web site ( uhr.umd.edu ) by going to “Forms” and clicking on the Benefits dropdown box.
The State of Maryland Employee Benefits Division processes enrollment forms for two effective dates of coverage during the month. They are the 1st and the 16th of each month. Your effective date will depend on when the first deduction appears on your pay advice. The first deduction occurs after forms are submitted and depend on when the submission time falls within a processing cycle. It usually takes 2 to 3 pay periods for the first deduction to occur. You may receive coverage, if necessary, retroactive to your date of hire by paying the premiums from your date of hire to the date of your first payroll deduction. This is referred to as a retroactive adjustment.
If you or your dependents require coverage from your date of hire, you may request a retroactive adjustment within the first 60 days of your employment. A retroactive adjustment is the direct payment of premiums to the State of Maryland that would be owed from your date if hire to the beginning of the actual effective date that is determined by your first payroll deduction. The amount owed for the adjustment is calculated by the University Human Resources (UHR) Office of Employee Benefits. You may call extension 55654 (301-405-5654) for assistance with this process.
You will receive your insurance cards in 7 to 10 business days from your first deduction.
The vision plan is incorporated as part of each medical plan. Participating service providers may file your claim directly with the plan. If the service provider cannot file the claim directly, you can file the claim by completing a form obtained from your specific vendor via their web site or by calling their customer service line. The vendor’s web sites may also be accessed through the benefits page of the University Human Resources web site.
Development & Training (6)
You can register online at training.umd.edu, which is a registration and tracking system. This system allows you to view, register, wait list or cancel training, and even see your course history. It saves and uses a profile history you create the first time you log on, making future registrations a snap! The security and privacy of all transactions are ensured through the use of your University Directory ID and password.
This seminar is for employees and managers/supervisors who need to learn about the University of Maryland Performance Review and Development process. The class will focus on the basics of the PRD process as well as how to develop clear and effective performance expectations. Participants will be given the opportunity to develop and discuss performance expectations that focus on their specific position and support university, unit and department goals. PRD training is offered monthly, check the UHR Calendar for availability.
Updated PRD information such as the current cycle and PRD policies can be found at : PRD
All staff, faculty, and students have access to lynda.com, an online subscription library that teaches the latest business, software, and creative skills through high-quality instructional videos. Topics include project management, public speaking, leadership, facilitation, and thousands more.
Yes, we do. In addition to our normal course offerings, we also provide other staff development services for campus employees. Please contact us at email@example.com with questions regarding this process.
Employment & Compensation (5)
Nonexempt positions are subject to the minimum wage and overtime pay provisions of the Fair Labor Standards Act. At the university, this includes all of our maintenance, office, service, and technical/para-professional staff. Nonexempt employees must be paid overtime for hours worked that exceed 40 hours in the standard workweek; for University of Maryland nonexempt staff, this includes all time in a pay status during the standard workweek (including paid leave).
Exempt positions are salaried positions that are not subject to the minimum wage and overtime provisions of the Fair Labor Standards Act (i.e., executive, managerial, and professional). Exempt employees are expected to work the hours necessary to complete assignments on a schedule that satisfies the requirements of the job, typically a minimum of 80 hours in a bi-weekly pay period for a full-time employee. Exempt employees are not eligible to receive overtime.
To be considered for any of the current vacancies available at the University of Maryland College Park you must apply online. Nonexempt positions require applicants to complete a general application on line. The required documents for Exempt and Faculty vacancies can vary from position to position typically requiring a resume or cv, cover letter, and a listing of references. You must apply to each individual position that you wish to be considered for and only those applicants who apply online through the applicant tracking system will be considered for employment.
The screening process may begin for some positions immediately or once the position closes to determine whether or not you meet the minimum qualifications for the position. If you meet the minimum qualifications, you will be certified to compete for the vacancy. The department/search committee will determine which applicants they wish to interview and will contact you directly.
The Classification Analysts in University Human Resources decide which job titles are appropriate for each job. This decision is based on all information contained within the Position Description Form. The information in that form, coupled with conversations with the supervisor of the position help the analyst to make this determination. For exempt positions, the analyst also establishes the appropriate range of pay based on market data.
I don’t think I am properly classified. How can I get my job reviewed? I think I should be at a higher grade.
If you think that you are not appropriately classified, you should bring the matter to the attention of your immediate supervisor. Using your old position description, begin the process by completing a new position description which will be entered into the university’s online Human Resources System in your unit. Be sure to clearly emphasize the changes you believe have occurred in the position. After your supervisor has completed his/her review of the position description form (PDF), it should be submitted electronically to the Department Head, Dean, or Designee for routing to University Human Resources. A University Human Resources Classification Specialist will review the PDF and determine whether the position is appropriately classified.
Nonexempt positions are support positions in maintenance, office, service and technical/paraprofessional areas. These positions are subject to the minimum wage and overtime pay provisions of the Fair Labor Standards Act. They are paid on an hourly basis and must be paid overtime for time worked that exceeds 40 hours in the standard workweek.
- Applicant statuses should be changed appropriately throughout the search (i.e, meets min quals, does not meet min quals, selected for in person interview, recommended as finalist, recommended for hire)
- Those applicants that meet the minimum qualifications but are not selected, should have their statuses changed to “not selected” and a reason identified as to why they were not selected
- To change an applicant status from the Applicant tab under Status click “Change Status”
- From the dropdown box under Status select the appropriate status, click “Continue to Confirm Page” and “Confirm”
- Click start action under the positions tab on the left side of screen
- Select Create New Nonexempt Position (Request Posting if Applicable)
- Search position
- Find position details in proposed classification
- Click continue to next page
- Complete position description section beginning with selecting the appropriate reason for action
- Attach documents (i.e. advertising doc) to supplemental documents section
- Fill out requisition form if you are going to post position
- Complete search committee details if there is one
- Provide comments if there are any
- Send action to the next level of approval chain
- The HR Rep does not have the ability to change applicant statuses throughout the search. The statuses should be changed by the search by the Search Chair/Designee
- The HR Rep cannot view any applicants until the Search Chair/Designee identify the applicant as “Recommended as Finalist” At this point the HR Rep can only change those applicants who are Recommended as Finalist to either “Not Selected” or “Recommended for Hire”
- Click start action under positions tab on the left side of screen
- Select Modify Existing Nonexempt Position (Request Posting if Applicable)
- Search position
- Click Start Action under position title
- Review Current Position details
- To change the title click the Proposed Classification tab, scroll to the bottom of the screen and select change title (if you are not changing the title proceed to the Position Description tab)
- From the title drop down box select the new title and click search
- Click select and continue if the title is correct
- Scroll to bottom of the screen and select continue to next page
- Complete position description section beginning with selecting the appropriate reason for action
- Attach documents (i.e. advertising doc) to supplemental documents section
- Fill out requisition form if you are going to post position
- Complete search committee details if there is one
- Provide comments if there are any
- Send action to the next level of approval chain
eterp2 Upgrade (15)
eTerp2 is an updated version of the current campus applicant tracking and position management system (eTerp). eTerp2 provides a more intuitive navigational system with many new features and enhancements. For more information on the eTerp2 upgrade visit our project site.
eTerp2 is scheduled to “go live” in 2013. A global announcement will be sent to all users when the new version is available.
- All current exempt and nonexempt position descriptions
- All current faculty positions
- Active and filled postings
- Approved and in process hiring proposals
- Inactive position descriptions
I9 & E-Verify (14)
Form I-9 is used for verifying the identity and employment eligibility of individuals hired for employment in the United States. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States.
E-Verify compares the information on the I-9 form to records available within the U.S. Department of Homeland Security. This electronic verification confirms the employee’s identity as well as the person’s eligibility to work in the United States. On November 14, 2008, the Civilian Agency Acquisition Council and the Defense Acquisition Regulations Council issued a final rule amending the Federal Acquisition Regulation (FAR). The regulation requires contractors with a federal contract that contains a FAR E-Verify clause (FAR 52.222-54) to use E-Verify.
|Does not require a social security number||Requires a social security number|
|Does not require a photo on identity documents||Requires a photo on identity documents|
- Reduces unauthorized employment
- Improves the accuracy of wage and tax reporting
- Verification results are returned within seconds
- The system includes data to confirm the citizenship status of naturalized U.S. citizens
- The system includes a Photo Screening Tool to detect identify theft
- Participation provides the extension of optional practical training for foreign students in F-1 nonimmigrant status
Section 1 must be filled out by the employee on or before the person’s start date. Section 2 must be filled out by the employer by the third day after the employee’s start date. If the employee is not verified by the third date that individual cannot be allowed to continue working until the employee provides documentation. Once the I-9 is completed the employee can begin work. If an I-9 is signed later than 3 days past the start day the employer must give a detailed explanation within the I-9 comments section.
For example: an employee’s first day of work is on Monday, the employee completes Section 1. By Thursday, the employer has to complete Section 2.
Information Services (5)
To request campus mailing labels you must complete a Mailing Label Request Form.
In order to be added or removed from the 3Ds (Deans, Directors, and Department Chairs) distribution list, please complete the 3D’s Request Form
If corrections to your directory information need to be made, simply follow these steps:
- Log in to ARES using your Directory Id and Password combination.
- Click on the Payroll and Human Resources link and then click the Display/Update Personal Data link.
- Make any changes to your information and click the Update button.
Please note that it may take up to a week before the corrected information is reflected in the on-line directory. If you need to make changes to your information, which are not available to you via the ARES screen, you must contact the PHR Creator within your department to make these changes directly in the PHR system.
To register for PHR Data Warehouse Training, please complete the Registration Form.
Job Applicant FAQ (after March 4) (7)
Begin the application process at ejobs.umd.edu by either of two ways:
- Click on Apply to this job at the top of a specific job posting. You will be guided through the application process.
- Click on Create Account from the Home Page. You will be guided through the application process and be able to search postings and click on Apply to this job at the top of a specific job posting.
Go to the login screen and click I forgot my user name / password. You will be prompted for your username and asked to answer the security questions you answered when setting up your job application account.
Go to the login screen and click I forgot my user name / password. You will be prompted for your email address used to setup your account.
Once an application has been submitted, it can not be edited.
Your application materials will stay on file indefinitely.
Parental Leave FAQs (37)
To print the list of FAQs for Parental Leave, click the link below.
Click to print: Parental Leave FAQ – printable
Parental Leave is a leave assurance policy that can provide eligible regular staff with at least one (1) year of service a period of up to eight (8) weeks of leave for the birth or adoption of a child under the age of six during the first six (6) months following birth or final placement for adoption. It is described in the Campus Policy found at http://www.president.umd.edu/policies/VII749A.html.
Complete a Parental Leave Request form. This form can be found on the UHR website. After completing the form, submit it to your supervisor or department head. They will complete their portion of the form and then sent it to Staff Relations at 2100A Chesapeake Building. Staff Relations will then advise you about your Parental Leave request.
Yes. It is comprised of the employee’s Sick, Annual, Personal, Holiday and Compensatory Leave, which can be augmented, if the employee is eligible, by use of Advanced Sick Leave (ASL), Extended Sick Leave (ESL) and leave available to the employee from the Leave Reserve Fund (LFR) to achieve the eight (8) week period of paid leave. If the employee still does not have eight (8) weeks of paid leave, the University will make additional paid Parental Leave available.
Regular staff with at least one (1) year of service are eligible for up to eight (8) weeks of leave for the birth or adoption of a child under the age of six during the first six (6) months following birth or final placement for adoption.
Primary Areas of Service (9)
Assists departmental administrators and employees in understanding and applying various Board of Regents and UMCP human resources policies and procedures in the areas of wage and salary administration, leave and timekeeping, performance management, discipline, layoff and other employee relations issues.
Represents management in collective bargaining negotiations with bargaining representatives for covered exempt, nonexempt and sworn police officers, and interprets resulting Memoranda of Understanding (MOUs). Trains management on collective bargaining issues such as familiarizing management with MOU provisions and representation rights. Negotiates side agreements, when necessary, with bargaining unit representatives.
Related Resources: MOU Archive
Assists management in investigating and evaluating employee conduct for potential discipline. Provides assistance in determining what, if any, discipline may be appropriate and in creating necessary documents. Provides guidance on union employee right to representation during investigations.
Assists employees and management in applying the provisions of the University’s Family and Medical Leave policy. Interfaces, as necessary, with employees and health care providers to ensure proper application of the policy. Assists in creation of notification letters to employees regarding rights and obligations.
Schedules medical evaluations with qualified health care provider where there are questions regarding whether an employee is fit to perform the duties of his/her job because of existing health issues. Assists in preparing the documents needed to maximize medical reviews. Helps departments understand the information received after the consultation, ensuring appropriate confidentiality, and assists in the implementation of recommendations of the evaluating health care provider (if any). Assists in acute alcohol or drug situations.
Staff Relations (6)
Rules may originate from a number of sources. There are numerous Board of Regents (or “BOR”) policies applicable to all staff employees, as well as UMCP Policies and Procedures. There may also be departmental or even work group rules specific to where you work. If you are a bargaining unit employee, the applicable Memorandum of Understanding (exempt, nonexempt or Sworn Police) provides additional information.
The determination of inclusion or exclusion into one of the three campus bargaining units is made on a position-by-position basis as determined the duties of the individual job; this means that two employees sharing the same title may have different bargaining unit status. Your supervisor can tell you if your position is included in or excluded from a bargaining unit by viewing your appointment detail screen in PHR.
Each new regular employee, exempt or nonexempt, serves a trial period of employment designed to allow the university to determine if the employee has the necessary attributes and competencies to perform the essential duties of his/her position. Nonexempt regular employees new to the university generally serve an “original” probationary period of six (6) months. Exempt employees new to the university generally serve a probationary period of one (1) year. There are also different probationary periods that may apply as an employee moves to other jobs within the university.
Yes. The University has a formal process open to all Regular employees. Regular employees who are seeking resolutions to workplace matters such as discipline or the application of rules or procedures over which management has control may use the grievance procedure. (Please see links to BOR Policy VII 8.00and BOR Policy VII 8.10)
The core business hours of the university are from 8:30 a.m. to 4:30 p.m., Monday through Friday. However, individual departments determine the specific work hours and reporting requirements of those work groups, and such hours may vary according to the business needs of the organization and the assigned duties of the individual position.
Training & Development (14)
A complete listing of current learning opportunities can be found at training.umd.edu. On this site you can review not only programs offered through our department [University Human Resources (UHR)] but also programs offered through the Office of Information Technology (OIT) and the Office of Research Administration and Advancement (ORAA).
The University of Maryland is committed to a working and learning environment free from sexual misconduct, including sexual harassment, sexual assault, intimate partner violence/abuse, sexual exploitation and sexual intimidation (including, but not limited to stalking and cyber-stalking). Sexual misconduct will not be tolerated. It corrupts the integrity of the educational process and work environment, and violates the core mission and values of the University.
Creating an environment free of sexual misconduct is the responsibility of all members of the University community. The University is committed to fostering a campus climate that is free from sexual misconduct through education and prevention programs, and procedures that promote prompt reporting and the timely, fair and impartial investigation and resolution of sexual misconduct cases. If reported and confirmed, the University will take all appropriate steps to eliminate sexual misconduct, prevent its recurrence and address its effects.
Employee Training & Development is committed to providing training and development resources that can assist departments in meeting their mission and purpose objectives. Customized training can be designed, facilitated and evaluated by sending a request to firstname.lastname@example.org.
All University of Maryland faculty and staff are eligible to attend our programs on a first come, first served basis. Participants from outside the university are also invited to attend our programs on a “space-available” basis.
Our seminars are taught by seasoned professionals. They are leading consultants, academicians and practitioners who will speak from years of experience and convey real-world solutions to the challenges you face. You will come away from our seminars informed, educated and inspired to reach your personal and professional goals.
Tuition Remission Guidelines (5)
Definition of Regular-Status Faculty and Staff
The terms “regular-status faculty” and “regular-status staff” refer to an employee who is appointed to a position within the University System of Maryland through the approved budgetary and appointment procedures, with the intent that such appointment is for a duration of at least six months. Regular-status faculty and staff members are eligible for tuition remission.
Full-Time Regular Faculty and Staff
Full-time regular-status faculty and staff (100% FTE) are eligible for tuition remission, not to exceed 8 credits for the Spring and Fall semesters, not to exceed 4 credits for Winter Term, and not
to exceed 8 credits hours total for the Summer Sessions for undergraduate and graduate level courses. Full- time regular faculty and staff are also eligible for tuition remission benefits at any USM institution, as well as Baltimore City Community College, St. Mary’s College of Maryland, and Morgan State University, consistent with the tuition remission policy of that institution.
Part-Time Regular Faculty and Staff
Part-time regular-status faculty and staff are eligible for tuition remission benefits equivalent to those of a full-time regular faculty and staff member, but prorated to the employee’s percent of employment, not to be less than 50% for undergraduate and graduate level courses. Part-time regular faculty and staff are also eligible for tuition remission benefits at any USM institution, as well as BCCC, St. Mary’s College of Maryland, and Morgan State University, consistent with the tuition remission policy of that institution.
Contingent Category 1 (C1)
Contingent Category 1 employees are not eligible for tuition remission benefits.
Contingent Category 2 (C2)
Contingent category 2 employees are eligible for tuition remission benefits that are negotiated and defined in the employment contract. As a required minimum benefit, College Park C2 employees are eligible for tuition remission benefits at College Park and University College only. The C2 contract must include a statement that classes may be taken at College Park or University College.
Full-Time Graduate Assistants (20hrs)
Full-time Graduate Assistants are eligible for 10 credits of tuition remission for the Fall and Spring semesters, and 4 credits for Winter Term. Graduate Assistants with 9.5 month appointment must have a summer appointment to be eligible for a total of 8 credits for the summer sessions. Graduate Assistants with a 12 month appointment are eligible for a total of 8 credits for the summer sessions.
Part Time Graduate Assistants (10hrs)
Part time Graduate Assistants are eligible for 5 credits of tuition remission for the Fall and Spring semesters and 2 credits for Winter Term. Part time Graduate Assistants with 9.5 month appointment must have a summer appointment to be eligible for a total of 4 credits for the summer sessions. Part time Graduate Assistants with a 12 month appointment are eligible for a total of 4 credits for the summer sessions.
Fellows are eligible for up to 12 credits of tuition remission. All tuition remission requests and inquiries for fellowships should be directed to the Graduate School at 301.405.3644.
Spouse and Dependents
Opposite and Same Sex Spouses and Children of Regular-Status Faculty and Staff and Contingent 2 Employees Spouses and children under the age of 26 of regular faculty and staff are eligible for tuition remission for full tuition, prorated to the percentage of employment (FTE) of the employee for the Fall and Spring semesters, 4 credits for Winter Term, and not to exceed 8 credits for the whole summer sessions. Tuition remission policy provisions and restrictions are based on the employee’s date of hire
(below). Spouse/Dependents of Contingent 2 employees are eligible for tuition remission at College Park only.
Definition of Dependent Child
A “dependent child” is defined as the son/daughter, stepson/stepdaughter, or legally adopted son/daughter of a USM employee or retiree who:
- Is under the age of 26, or,
- If the child is 26 or older, is claimed as a dependent on the employee’s federal income tax return for the year(s) in which tuition remission is granted.
There is no requirement that a child under the age of 26 be declared a “dependent” on the employee’s tax return to be eligible for tuition remission. However, if the child is not declared as a dependent on the employee’s or, if separated or divorced, the ex-spouse’s tax return, the tuition remission will now be subject to tax.
Definition of a Spouse
A spouse is defined as “a person in a legally contracted marriage recognized by the State of Maryland to a USM employee or retiree, with the exception of an estranged spouse who maintains a separate domicile.” The value of the undergraduate tuition remission will be considered taxable income for a same sex spouse that is not claimed as a dependent on the employee’s tax return. The total value of taxable tuition remission for each semester or term will be segmented over five pay periods in order to lessen the impact of the tax on the employee’s net pay.
Tuition Remission Tax Affidavit
The University System of Maryland has developed an extensive tax affidavit that must be completed by all employees requesting tuition remission for spouses or children to identify taxable or non-taxable status under the policy. If the tuition remission is taxable, the taxation will begin within the time frame of the semester, session or term that it is granted. The total value of taxable tuition remission for each semester or term will be segmented over five pay periods in order to lessen the impact of the tax on the employee’s net pay. College Park faculty and staff using the TR Elf online form for tuition remission for spouses and children enrolled at College Park will find the tax affidavit incorporated into the on line form. If a spouse or child is attending another USM institution, the tax affidavit is included with the paper tuition remission request form.
Conditions of Eligibility
Employees hired prior to January 1, 1990 are eligible for undergraduate and graduate level courses at any USM institution, as well as Baltimore City Community College, St. Mary’s College of Maryland, and Morgan State University, consistent with the tuition remission policy of that institution. The spouse and/or dependent child of the employee must be admitted as a student through the normal admission process.
Employees hired between January 1, 1990 and June 30, 1992 are eligible for tuition remission benefits for their spouse and/or dependents for the first undergraduate degree only. Coursework must be taken at the employee’s home institution unless the program is not offered at the home institution. If a spouse or child fail to be admitted to the employee’s home institution, they may attend another USM institution and enroll in any program. In these situations, with the approval of the Director of Human Resources and the President, the spouse or child may receive 50 percent tuition remission for courses taken at another USM institution, as well as Baltimore City Community College, St. Mary’s College of Maryland, and Morgan State University,consistent with the tuition remission policy of that institution.
For employees hired after July 1, 1992, tuition remission benefits for their spouse and or dependent children become available after they have worked for the University for two years. Tuition remission benefits will be paid for the first undergraduate degree and courses must be taken at the home institution of the employee. Coursework must be taken at the employee’s home institution unless the program is not offered at the home institution. If a spouse or child fail to be admitted to the employee’s home institution, they may attend another USM institution and enroll in any program. In these situations, with the approval of the Director of Human Resources and the President, the spouse or child may receive 50 percent tuition remission for courses taken at another USM institution, as well as Baltimore City Community College, St. Mary’s College of Maryland, and Morgan State University,consistent with the tuition remission policy of that institution.
Spouse and Dependents of Deceased Employees
Spouse and dependent children of employees who die in service are eligible for tuition remission benefits equivalent to that of spouse/dependents of regular active employees in accordance with the following guidelines:
- If the deceased employee’s length of service was less that three years, the spouse/dependent is eligible for one academic year.
- If the deceased employee’s length of service was between three and five years, the spouse/dependents are eligible for two academic years.
- If the deceased employee’s length of service between five and seven years, the spouse/dependents are eligible for three academic years.
- If the deceased employee’s length of service was between seven and nine years experience, spouse/dependents are eligible for four academic years.
- If the deceased employee’s length of service was more than nine years, the spouse/dependents are eligible for five academic years.
Eligibility for tuition remission for spouses shall expire at the end of seven years following the death of the full-time employee, and on the twenty-second birthday for dependent children. For spouse/dependents of deceased part-time regular employees who were employed at least 50 percent-time or more, the percentage of remission shall be proportional to the percentage of employment (FTE), averaging the three years immediately preceding the employee’s death.
Retirees of the University of Maryland are also eligible for tuition remission. For the purposes of acceptance of the tuition remission requests, a “University of Maryland System Retiree” must be receiving
State of Maryland retirement payment and/or optional retirement program payments, and have earned at least five years of USM service credit, inclusive of the former University of Maryland and Board of Trustees of State Universities and College institutions. Verification of retiree status may be obtained by contacting the Human Resources Office from which the employee has retired. Retirees are eligible for tuition remission benefits equivalent to that of an active employee based on the retiree’s FTE at the date of retirement. In other words, if at retirement an employee was in a full-time (100%) status, the tuition remission benefits shall be equivalent to that of a regular full-time active employee. If an employee retires from a part-time regular position, the tuition remission benefits shall be equivalent to that of a part-time regular employee.
Spouse and Dependents of Retirees of the University of Maryland
Spouse and dependent children of retirees are eligible for tuition remission benefits in accordance with the guidelines for that of spouse and dependents of regular active employees. The employee must be receiving a monthly State of Maryland retirement payment and/or an Optional Retirement Program retirement payment. The Human Resources Office of the institution from which the retiree has retired may verify retirement from the State of Maryland. Tuition remission for the spouse or dependents of a retiree is not available at St. Mary’s College.
UMCP Campus Requests
Application for tuition remission is completed on-line. An electronic form called “TR-ELF” is available on the ARES website, by selecting ELF form. The form should be completed on-line, then routed to your designated departmental approver, who will send the form to the University Office of Employee Benefits for final approval and processing. Please see your departmental payroll and benefits administrator for more information on processing the TR-ELF request. Tip sheets for completing a TR-Elf Request are available below.
Graduate Assistants do not need to submit the electronic tuition remission form (TR Elf) each semester or term in order to receive tuition remission. All GA’s that have an active appointment in the university payroll system (PHR) and are registered for classes each semester or term will automatically receive the appropriate tuition remission posted to their student account, based on their full or part time status. However, graduate assistants should check with their departmental approver to confirm that your appointment is active in PHR. Each subsequent semester or term, graduate assistants will automatically receive an email stating that their tuition remission has been processed.
Other USM Institutions
The paper tuition remission request form must be completed for tuition remission requests for other USM institutions. Once the request is completed, your department head/director must review and approve the request. The form should then be sent to the University Human Resources Office of Employee Benefits for review and final approval and forwarded to the appropriate institution for processing. Departmental payroll and benefits personnel typically have a supply of the tuition remission forms; Or select “Tuition Remission Request Form Taxability Affidavit Supervisor Certification for Non-taxable Graduate Tuition Remission and Tax Chart“
The IRS does not require taxation of tuition remission benefits for undergraduate courses, unless the spouse or child is not claimed as a dependent on the employees’ tax return. As of January 1, 2002, tuition remission benefits for employees for graduate level courses will no longer be taxed unless the amount remitted exceeds $5,250.00. If the remission does exceed the $5,250 maximum, the employee will be taxed on the amount above the maximum threshold, unless the program is either required as a condition of employment, or would maintain or improve the skills for the current position (See Tuition Remission Taxability Affidavit). If the graduate level courses meet the above non-taxable conditions, a Supervisor Certification for Nontaxable Graduate Tuition Remission must be included with the Tuition Remission Request Form and Taxability Affidavit. Tuition remission for spouses and dependents at the graduate level will continue to be taxed. The amount to be taxed will be added to the employee’s paycheck over set pay periods and taxes will then be deducted. To determine what Tuition remission would be taxable, view Tuition Remission Request Form Taxability Affidavit Supervisor Certification for Non-taxable Graduate Tuition Remission and Tax Chart
Mandatory fees are waived for faculty and staff only. Graduate assistants and spouses/dependents of employees are responsible for all mandatory fees and non-tuition related costs.
Remedial Level Courses
Remedial level courses (courses below the 100 level) are not covered by tuition remission. This includes remedial math and courses offered by the University of Maryland English Institute (UMEI) courses. Tuition remission will only cover for-credit courses that may be applied toward a degree.
Dropping/Adding and Withdrawing
If an employee or a spouse/dependent drops or withdraws from a course on or after the first day of classes, all or part of the tuition costs may be charged to them. If an employee or a spouse/dependent drops a course and adds another course on the same day, tuition remission will not be affected. However, if an employee or a spouse/dependent drops a course on or after the first day of classes and does not add another course that same day, the tuition remission benefit for that class will be lost. The tuition cost for that class would then be the responsibility of the student. If an employee or a spouse/dependent adds a course to your schedule with no drops, tuition remission will cover the course as long as the TR-ELF/tuition remission request form has enough “credits to be remitted” to cover the additional course. The departmental payroll and benefits administrator can assist with modifying the original tuition remission form should more credits be needed.
Termination of Employment
In order to be eligible for the tuition remission benefit, an employee must have an active PHR appointment until the University’s official drop/add deadline. If an employee resigns, or is terminated from the University prior to the drop/add deadline, the tuition remission benefit will be rescinded and all tuition and mandatory fees will be charged back to the employee’s student account.
Faculty or staff employees who wish to utilize tuition remission by taking courses during the day must receive the approval of their immediate supervisor and department head, who will ensure that daytime coursework does not interfere with the employee’s assigned responsibilities, and does not have operational impact.
Graduate Level Programs
Tuition remission for all graduate level programs is credited at the prevailing standard in-state credit hour rate at the time the class is taken. Programs such as the Full and Part-time MBA, Accelerated MBA, Executive MBA, Executive Masters in Public Management, Full and Part-time Doctorate and MS in Public Policy, Part-time Professional Masters in Engineering, Part-time Distance Learning Engineering, Part-time Masters in Telecommunications, and Part-time Masters in Engineering and Public Policy have higher credit hour rates or flat fee pricing. Enrollees in these programs will be responsible for fees and the difference in tuition that exceeds the prevailing standard in-state credit hour rate for the maximum allowable credits per semester, summer sessions or winter term.
Programs Exempt from Tuition Remission
Programs of study that are exempted from this policy include the M.D. and D.D.S. programs at the University of Maryland, Baltimore, the Doctor of Veterinary Medicine (DVM) Program, the combined DVM and Graduate Degree Program at the Virginia – Maryland Regional College of Veterinary Medicine, and other programs as may be recommended by the President of the institution offering the program and approved by the Chancellor. Availability of tuition remission for self-support programs and courses shall be recommended by the President of the institution offering and approved by the Chancellor. The host institution shall apply the exempted status equally to the applicants who wish to participate in the tuition remission program, whether from the host institution or other institutions.
Freshman Connection, and Young Scholars Program, for high school students, are eligible for tuition remission for dependents attending UMCP. Young Scholars Discovery Program for middle school students is not eligible for tuition remission.
For further information on the tuition remission program, please contact Monica Gonsalves of the University Human Resources Office of Employee Benefits at 301-405-5659, or by email at email@example.com.