- Tuition Remission
- Prorated GA Benefits
- Health Insurance
- Family and Medical Leave
- Bookstore Discount
- Deferment Plan
- Qualified Tuition Reduction
A Graduate Assistant/Associate (GA) who is appointed during the Fall and/or Spring academic semesters will receive tuition remission. Tuition remission is a reduction in the tuition amount that a student will be charged. The tuition remission is an amount which is dependent on FTE, enrollment, and dates of the appointment contract. The tuition remission benefit is only available for Fall and Spring semesters. Tuition rates for nonresident GAs will be automatically recalculated at the resident rate (GA Reduced Tuition).
- If a GA is appointed at a total FTE less than .50, they will receive tuition remission in the amount of 50%. This is a 50% reduction in the original tuition charges.
- If a GA is appointed at a total FTE of .50 or more they will receive tuition remission in the amount of 100%. This is a 100% reduction in the original tuition charges.
The tuition remission benefit applies only to base graduate tuition. It does not apply to mandatory fees, program fees, differential tuition, or any other fees charged by the University for specific programs. The student appointed as a GA is responsible for these charges and fees which must be paid on or before the first day of classes. Students needing to delay payment of any remaining tuition, mandatory fees, and or program fees can enroll in the GA Deferment Plan. GAs enrolling this plan must do so the business day before classes start to avoid late fees.
For any questions or concerns regarding graduate tuition rates, please visit the Bursar's Office Tuition and Fees Calculator.
GAs may have their appointment benefits prorated for various reasons. Some of those reasons may include:
- GAs hired after the start of the GA Remission direct bill will receive the full GA Remission unless otherwise directed by the unit in writing to the Graduate College
- An FTE (Full-Time Equivalency) adjustment. The amount owed will be governed by the GA Remission direct billing schedule.
- GA position ending before the contract end date. GAs whose positions end before the start of the GA Remission direct bill will lose the entirety of the GA Remission. The GA Remission for later-ending position will be prorated based on the GA Remission direct billing schedule. The Campus Health Insurance benefit will be prorated based on the end date of the appointment.
Please contact the Graduate College for more information.
The University of Arizona will cover the single student Campus Health insurance premium charges for a GA during their appointment. The health insurance and health services are provided through the University of Arizona Campus Health and is not transferrable to outside insurance providers. To receive this benefit, a student must enroll in the student health insurance program during the open enrollment period.
|Standard Insurance Premium Amounts||Academic Term|
GAs who enroll in the plan cannot cancel their coverage after the open enrollment period ends, even if they resign or are terminated. GAs who resign or are terminated during the period of insurance coverage will be responsible for repayment of the remaining insurance premium. Also, a GA will be automatically re-enrolled in the student health insurance program each semester upon enrollment in classes.
For more information on the student health insurance offered please visit The University of Arizona Campus Health website.
Graduate Assistants/Associates may be eligible for Family and Medical Leave Act (FMLA) under certain circumstances. GAs must make a request for FMLA leave to his or her supervisor following established University FMLA leave procedures. The supervisor will promptly coordinate with the designated leave coordinator to ensure University FMLA procedures and timelines are followed for notifying the GA of eligibility, certification requirements, and whether the leave will be designated and counted as FMLA leave. For more information please visit the University of Arizona Family and Medical Leave Act Policy.
Graduate Assistants/Associates (GAs) who meets the following criteria (below), are eligible for GA parental leave for up to six weeks. GA parental leave provides continued assistantship/associateship compensation, relief from regular duties, and allows for the continuation of GA benefits.
- Actively appointed as a GA for at least one semester during the time of leave request. If requesting summer leave, a GA must have been hired for the previous spring term and have had a firm offer of summer support. This program is not available to GAs in their first semester of appointment as a GA.
- Ability to attest to being the primary caregiver for the newborn or newly adopted child. If both parents are graduate assistants/associates, only one leave will be available per family, which may be allocated between the parents, but not to exceed 6 weeks total leave.
- Good academic standing and continued enrollment in classes during the leave period to meet the continuous enrollment policy.
Important Points to Remember
- If a GA is also eligible for Family and Medical Leave Act (FMLA), the unpaid leave will be recorded as FMLA and must be coordinated with the paid GA Parental Leave. The paid leave must either be the first six weeks of FMLA or the last six weeks. The request procedures must be followed for each policy and all other GA Parental Leave limits still apply. Please see Family and Medical leave policy above.
- Parental leave may be taken during the semester in which the child is born or adopted, or during the semester immediately following.
- Hiring units may impose restrictions during which 6-week period works to accommodate the hiring unit’s general course of business.
- Parental leave does not constitute a break in continuous enrollment. A GA should consult with their academic advisors to determine how they will maintain full-time enrollment.
- Funds are limited and awarded on a first-come first-served basis so GAs should apply as early as possible.
- If the GA is supported by a research assistantship/associateship funded by external sources, such as grant funding, they must adhere to the rules of the granting agency in regard to leaves from work. If the granting agency allows for parental leave, the six-week leave will be paid by the grant. If the granting agency does NOT allow payment during the leave period, they will be eligible for substitute payment from this program.
Instructions for Graduate Assistants/Associates
- The request for parental leave form must be submitted before the leave takes place. Apply by submitting the original, fully signed Graduate College Parental Leave Request Form to Rachel Nielsen, Assistant Dean of Business and Finance, Graduate College Administration Room 322, email@example.com. The student and the department will be notified whether the request is approved or denied. Please direct all questions to Rachel Nielsen.
- Check with the department's Leave Coordinator regarding possible Family and Medical Leave eligibility.
Instructions for Appointing Departments
- Sign Graduate College Parental Leave Request Form.
- Check for possible FMLA eligibility.
- Ensure that the appropriate Time Reporting Codes for the approved leave are entered on the GA's timesheet for applicable pay periods.
- PLG - Grad Asst Paid Parental Leave
- FPLG - FML Asst Paid Parental Leave
GAs are eligible for a 10% discount off the price of select items purchased at all ASUA Bookstores, subject to Bookstore policies in effect. This benefit goes into effect once appointment information is processed and all requirements are satisfied. This benefit must be mentioned at the time of purchase to receive it and is not available retroactively.
The GA Deferment Plan (form) allows a GA to defer payment of any remaining tuition, including differential tuition, mandatory fees, program fees, and/or course fees until close to the end of the semester. If you enroll in the GA Deferment Plan, you do not need to enroll in the standard UA payment plan. Students with enough accepted financial aid to cover their charges cannot use this form. Non-appointed graduate students may be interested in the payment plan offered by the Bursar’s Office.
Eligibility and Process
- Must be hired on a graduate assistantship/associateship.
- The plan will be instituted after
- The GA position information is present in UAccess Employee (processed through hiring unit),
- The student has met the requirements for the GA position (including enrollment for a minimum of 6 graduate units), and
- The deferment form has been submitted.
- Defers payment of remaining tuition, including differential tuition, mandatory fees, program fees, and/or course fees until close to the end of the semester. This plan does not cover non-tuition related expenses.
- There is no cost to enroll in this plan. If enrolled in the GA Deferment Plan, do not enroll in the standard UA payment plan.
- Students with enough accepted financial aid to cover their tuition charges cannot use this form.
- PLEASE NOTE: Any funding that is processed through the Bursar's Office will pay for remaining charges on your bursar's account, regardless of whether the charges have been deferred with this plan.
- Allow 2 to 3 days for processing.
- PLEASE NOTE: by enrolling in this program, you agree to the conditions of this plan.
Deadlines Fall 2021:
August 16, 2021 - Priority date to submit deferment form and not be subject to a late fee
August 20, 2021 - Deadline to submit form to defer tuition that may be subject to a late fee
September 13, 2021 - Deadline to enroll in the GA deferment plan for fall 2021
November 19, 2021 - Deadline to pay all deferred charges and not be subject to late penalties
Graduate Assistant and Associates are considered student employees and do not receive the QTR based on this hire. However, should the GA be a spouse, partner, or dependent of a benefits-eligible employee, the GA cannot utilize the GA tuition remission benefits and the QTR benefit together (per University policy). The GA must choose to use the GA tuition benefit associated with their appointment or the QTR. For more information please visit the University of Arizona’s Human Resources website.