Assistantship Benefits, Resources, and Policies

Tuition Benefit

If specified on a Graduate Assistant Appointment and Certification Form, this benefit is provided in the form of financial aid, independently of the stipend, as a qualified base tuition reduction given for educational purposes under Section 117 of the Internal Revenue Code.

To be eligible for the tuition benefits, appointments must typically be made by the University Census date (12 days into the semester).

Base tuition amounts are published on the Office of Financial Aid’s Tuition and Fee webpage in the Graduate Tuition and Fees section. Tuition Remission does not cover the Graduate Differential Tuition amounts published in this section.

Tuition Benefit for Graduate Teaching and Support Assistants

Tuition for Graduate Teaching Assistant and Graduate Support Assistant appointments is funded through a full-time equivalent model provided by the Graduate School to each college. Tuition contracted through this allotment will cover 100 percent of base tuition at 20 hours per week and 50 percent of base tuition at 10 hours per week. Full non-resident tuition is covered for domestic students in their first year while international students will receive non-resident coverage through their tenure.

Tuition Premium Program for Graduate Research Assistants

The Tuition Premium Program, provides financial support for the difference between resident and non-resident tuition for non-resident domestic Graduate Research Assistants during their first year of enrollment at CSU and for non-resident and international GRAs during their tenure in their graduate degree programs. Reference eligibility and requirements on the GRA Tuition Premiums webpage. 

Mandatory Fee Coverage Plan

Mandatory fee coverage is being phased in for mandatory fees paid  by graduate assistants.  Mandatory fees include General Fees, University Technology Fee, University Facility Fee, and the University Alternative Transportation Fee. The internal CSU SEVIS fee charged each semester (including summer) for international GAs will also be covered. Some partial-fee paying GAs (5 credits or fewer) are also charged the Health Network Fee and the Counseling Fee. These two fees will be covered for partial-fee paying students when relevant. GAs with less than a 0.5 FTE will receive the same level of coverage available to 0.5 FTE GAs (e.g. 50%, 75%, 100% depending on year). Partial mandatory fee coverage will begin in Spring 2023 with increases every academic year as follows:

•  Spring 2023: 50% mandatory fee coverage
•  AY 2023-24: 50% mandatory fee coverage
•  AY 2024-25: 75% mandatory fee coverage
• AY 2025-26: 100% mandatory fee coverage

Benefits are available to GAs in addition to student services provided by the CSU Health Network and through the Student Health Insurance Plan (as opposed to being a replacement or substitute).

Family Medical Leave

Graduate Assistant eligibility is based on having at least 12 months of CSU service and working 1040 hours in the 12 months prior to the need for leave.

CSU provides job-protected leave to eligible GAs who are unable to work due to their own serious health condition or because of the need to care for an immediate family member with a serious health condition. Family Medical Leave allows for up to 12 workweeks (480 hours for 100 percent full-time employment) of leave during a 12-month period based on certain qualifying events.

FML is unpaid leave; however, your available paid leave balance (e.g. sick, parental leave) will be used concurrent with FML. Likewise, FML also runs concurrent with other types of paid and unpaid leave (e.g. workers compensation and leave without pay).

The State of Colorado implemented a new leave option (Health Families & Workplaces Act)  for State employees, including GAs, effective January 1, 2021. 

• Sick leave is accrued at one hour for every 30 hours worked, up to a maximum of 48 hours per year.
• The leave my be kept for 6 months after separation and can then be reinstated.
• Leave must be requested from supervisor or HR liaison in order to apply sick leave to correct assignment (as some people have multiple).

Parental Leave 

It is the policy of the University to provide Parental Leave to new parents to support academic success and caring and bonding with a new child. Benefits are available to eligible Graduate Assistant Caregivers (the one Parent who has primary responsibility for the care of a child immediately following the birth or the adoption of the child into the custody, care and control of the parent for the first time as well as Non-Primary Caregivers (the one Parent who doesn’t have the primary responsibility for the care of a child immediately following the birth or the adoption of the child into the custody, care and control of the parent for the first time).

Reference the Policy for benefit, eligibility, and application form details. Additional information is located on the HR website. If you have any questions regarding the policy, contact the Graduate School at (970) 491-6817. Human Resources can assist with administrative procedural questions related to completing the Parental Leave Application at MyHR@colostate.edu or 970.491.MyHR (6947)

Student Employee Retirement Plan 

SERP is an alternative to Social Security for student employees at Colorado Public Higher Education Institutions who would have been required to participate in Social Security. 

• The Student Employment Retirement Plan is a state-mandated plan in lieu of Social Security for all higher education students. A 403(b) retirement savings account will be established in the student’s name at TIAA/CREF for contributions made to the SERP. The contribution amounts assessed against wages are 7.5% for the SERP and 1.45% for Medicare.
• Participation in the SERP/Medicare is mandatory if students do not meet one of the following conditions for exemption:
  • During summer semesters:
    • Graduate students must be officially admitted as degree-seeking students and enrolled at least half-time (3 credits for summer) for a summer term running concurrently with a student’s work schedule.
  • During fall and spring semesters:
    • Graduate students must be officially admitted as a degree-seeking student and enrolled at least half-time (5 credits).

Voluntary Retirement Plans, 401 (k) and 457 

Graduate Assistants may contribute to voluntary tax-deferred investment accounts. These accounts can supplement your SERP retirement plan.

• CSU is a public education institution eligible to offer a voluntary retirement savings program as described under section 403(b) of the Internal Revenue Code (also referred to as a “403(b) Plan”). Colorado PERA also provides two voluntary retirement savings programs: a 457 plan and a 401(k) plan.

• All employees can participate in PERA’S 457 Plan and/or PERA’s 401(k) Plan. (For more information, visit the PERA website or call 800-759-7372.)

Reference the Voluntary Retirement Plans – 401(k) and 457 webpage for additional details. 

Waived Student Late Fee for First Billing Cycle

The Graduate School, in partnership with Business and Financial Services, implemented a program to waive late fees for Graduate Assistants in the first billing cycle of each fall and spring semester. The program was implemented because we understand many GAs do not receive their first paycheck until after the first billing cycle due to processing delays in the student’s department or other units involved in processing appointments.

GAs may disregard the first eBilling notification of each semester indicating that you will receive a late charge if your balance is not paid by the first billing date of the semester. 

Employee DEI Trainings

The Office of Inclusive Excellence provides a variety of diversity, equity, and inclusion training opportunities for CSU employees including Graduate Assistants. The Creating Inclusive Excellence Program is a certification for GAs who complete all six Creating Inclusive Excellence Program courses to complete CIEP Certificate.