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hours a week to qualifyAmazon's US benefits book is banded by scheduled hours, and the band decides the offer: Class F is 40 hours a week, Class R is 30-39, Class H is 20-29. A fulfilment or transportation associate scheduled 20 hours a week is inside the benefits schedule (Class H); paid pregnancy and parental leave stop at Class R, so 30 hours a week is the line for family leave. Hawaii employees are on a separate schedule.degree paid upfrontCareer Choice, running since 2012, pre-pays tuition, Amazon pays the school rather than reimbursing you after you have paid, which is the difference between a benefit an hourly associate can use and one they cannot. Amazon's hourly hiring site states the funding covers regular full-time and part-time roles, for a bachelor's degree, industry certificates, a high school diploma or GED, and ESL certification.benefits while part-timeyesno experience neededFor warehouse, driver and shopper roles Amazon asks for no resume and, in most cases, no interview, you pick a shift in the online application and book a new-hire appointment. Campus pickup point jobs are the exception and do want a resume. This applies to the hourly roles, not to corporate hiring.
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degree paid upfrontTuition-free education for eligible team members through Hilton's partnership with Guild Education: college degrees, high school completion and certificatespensionUnion hotel workers under the UNITE HERE Local 2 San Francisco contract have a pension; the four-year contract ratified Dec 2024 increased itunion contractHousekeepers and hotel staff at unionized properties are represented by UNITE HERE; the Dec 2024 UNITE HERE Local 2 contract covers San Francisco Hilton, Hyatt and Marriott hotels
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degree paid upfrontSanford sponsors students into 'select high-demand professions': the money goes to participating schools to cover tuition and other expenses, in exchange for a defined work commitment at Sanford afterwards - so the student never fronts the cost. Scope: named high-demand professions only, arranged case by case through HRSponsorship@SanfordHealth.org; the page does not list which occupations qualify, so whether short certificates such as CNA or phlebotomy are inside it is not published.pays for certification examsyes
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hours a week to qualifyPart-time hourly associates must average at least 30 hours a week to enrol in medical (24 hours for field supply chain); hours are measured over a 52-week period ending in Octoberdegree paid upfrontLive Better U: Walmart pays 100% of tuition and required books for degrees and certificates, for full- and part-time associates from day onebenefits while part-timeyespromoted from withinApproximately 75% of US salaried store, club and supply-chain management started in hourly positions; those roles earned an average of more than $117,000 in FY2025. Walmart US associates get their first promotion in nine months on average.paid trainingWalmart Academy (leadership training) and Live Better U (degrees, certifications, language learning and pathways into driving, technician and health and wellness roles), on top of $1 billion the company says it invested in career-driven training and education. Covers US associates.
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hours a week to qualify30+ hours a week for medical, dental, vision and prescription cover; the 401(k) match needs one year of service and at least 1,000 hoursdegree paid upfrontTuition reimbursement with degree options at no out-of-pocket cost, plus a free accredited online high school diploma through Career Online High Schoolunion contractSome CVS Health colleagues are covered by a collective bargaining agreement, which sets their benefit eligibility instead of the standard planbenefits while part-timeyespaid trainingTwo structured in-store trainee tracks: the Shift Supervisor Management Trainee programme (12 weeks, 100+ hours of on-the-job training in merchandising, inventory control, cash management, loss prevention and communication), and the Store Manager in Training programme, which CVS says is required to become a Store Manager. Both are paid store roles you are hired into, i.e. training happens on the clock rather than before hire.
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degree paid upfrontScholarship funds for qualifying part-time and full-time employees toward a two- or four-year undergraduate degree or certificatepensionWestern Conference of Teamsters Pension Trust Fund, Teamsters-represented sites under the 2025 Costco national agreementunion contractAround 5% of employees union-represented; Teamsters national master agreement covers the union warehousesbenefits while part-timeyespaid trainingSupervisor in Training (SIT) programme, a 6-week course for hourly employees in the US and Canada; approximately 7,500 hourly employees completed it in fiscal 2025. The filing does not state whether course hours are paid.
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hours a week to qualifySSM Health states the threshold in hours per PAY PERIOD, not per week: 40 hours per pay period (50% FTE or higher) qualifies a part-time employee for benefits, effective the first of the month on or after hire. Applies to all non-union employees; staff covered by a collective bargaining agreement get whatever the CBA provides instead.degree paid upfrontFlexPath Funded is upfront-paid and usable on day one of employment, but only for degree coursework at select ONLINE universities or online skills-based courses. SHORT CLINICAL CERTIFICATES ARE OUTSIDE IT: CNA, medical assistant and phlebotomy training runs through tuition reimbursement instead, which requires 90 days of service, must be paid by the employee first, and must be REPAID in full if you leave or drop below benefit-eligible status within 12 months (24 months for cohort and hard-to-recruit certification programmes). Scope: all benefit-eligible employees.union contractSSM Health's own benefits page confirms part of its workforce is covered by collective bargaining agreements and that those employees' benefits come from the CBA, not from this page - employees are told to ask their recruiter for a separate Employee Benefits Guide.benefits while part-timeyes
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hours a week to qualifyNo hours threshold for health cover: Charter states it provides medical, dental and vision coverage to ALL full-time and part-time employees, and that it has absorbed the full premium cost increase for those plans for 13 consecutive years. Note the tuition-free degree benefit is the one thing restricted to full-time employees.degree paid upfrontSpectrum's Education Benefit pays 100% of tuition UPFRONT (through Guild) for full-time employees on a catalogue of nearly 300 online degree, certificate and bootcamp programmes from 30 universities and learning providers - no out-of-pocket cost, not a reimbursement. Full-time employees only; 68% of participants are frontline customer-facing staff. Separate from the legacy $10,000/yr reimbursement for outside programmes.benefits while part-timeyespromoted from withinCharter runs a formal self-progression ladder for frontline Field Operations staff: Field Technicians, Maintenance Technicians, Construction Coordinators and National Field Support Representatives complete coursework to move up levels, and every step pays a $500 bonus plus a 10% raise. Charter reports more than 70% of Field Operations employees are now at the top progression level, up from 60% a year earlier, and that employees enrolled in its free-tuition benefit are promoted at a 20% higher rate than non-participants. Applies to US frontline field employees.paid trainingField technician training is PAID - Spectrum says new field staff start at at least $20 an hour from day one and that paid training comes with it. Charter also runs a Broadband Technician Apprenticeship certified by the US Department of Labor, aligned to the technician career ladder, combining thousands of hours of on-the-job training with classroom instruction and ending in a certified broadband technician qualification (2025 10-K).
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hours a week to qualify25 hours a week for hourly team members to become eligible for health benefitsdegree paid upfrontDream to Be: tuition-free degrees, certificates and bootcamps from 40+ schools via Guild, from day one, with no out-of-pocket costbenefits while part-timeyesworks around classesOn-Demand Team Member role in Target stores: no fixed weekly schedule, you pick up open shifts through the myTime app, up to 40 hours a week. Minimum commitment is one four-hour shift every four weeks. Covers store hourly on-demand roles, not standard store roles.
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hours a week to qualifyHealth cover and paid time for hourly Crew is gated on ACA eligibility - broadly an average of 30 hours a week over a measurement period - and on service length. Hourly Crew are offered a healthcare membership programme and access to voluntary insurance through a marketplace; full medical, dental and vision plans are listed only for management and restaurant support office staff.degree paid upfrontEducation assistance for hourly Crewmembers including a no-cost high school diploma; salaried management get a separate tuition reimbursement programmebenefits while part-timeyespaid trainingPaid training for every new Customer Service Associate, plus up to an extra $1.50 an hour in the first year through additional training, certifications and performance evaluationsshift differentialAdditional $1 per hour after 10pm for hourly Crew, varying by location
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hours a week to qualifyTuition assistance and the free high school diploma: an average of 15 hours a week and 90 cumulative days of employment for crew (30 hours a week for full-time managers)degree paid upfrontArchways to Opportunity: upfront college tuition assistance (paid to the school by letter of credit, not reimbursed), a free high school diploma and free English classesbenefits while part-timeyesworks around classesMcDonald's US restaurant careers site names students as a target group and describes shifts scheduled around classes. Most US restaurants are run by independent franchisees who set their own scheduling practices, so this describes the brand's stated offer rather than a corporate guarantee.no experience neededMcDonald's publishes NO single minimum hiring age. Its US employment FAQ says age policy varies between company-owned restaurants and independently owned franchised restaurants, and tells applicants to contact the individual restaurant. For a teenager this means the answer is per-store, not per-brand.
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hours a week to qualifyTuition reimbursement is stated in hours, not FTE: 36 hours or more a week counts as regular full-time and is reimbursed for up to 5 credit hours per academic session (rising to 6 from 10 August 2026). Regular PART-TIME employees working at least 20 hours a week are reimbursed for up to 2.5 credit hours per session.degree paid upfrontCourtesy Scholarship: a grant covering TUITION ONLY - not textbooks, fees or other charges - for the EMPLOYEE and their FAMILY MEMBERS (spouse and dependent children must show a marriage or birth certificate) admitted to academic programmes at Emory University. The percentage of tuition covered depends on the employee's years of service. Emory HEALTHCARE employees are excluded from the Courtesy Scholarship entirely. A separate Tuition Reimbursement programme covers job-related study at other institutions for anyone working 20 hours a week or more.benefits while part-timeyes
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degree paid upfrontGuild marketplace, open to all caregivers from day one: select programmes are 100% tuition-free, and the catalogue explicitly includes SHORT CERTIFICATES as well as degrees - nursing, radiologic science, respiratory therapy and social work - plus high-school completion and English language learning. Programmes outside the fully funded list are covered or reimbursed up to $5,250 a year. Availability is 'based on program eligibility'.dentalyesvisionyeslife insuranceyesdisabilityyes
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degree paid upfrontLearning Together: select STEM degrees and certificate courses fully funded, and Boeing pays the institution directly so nothing comes out of pocketpension$105 pension multiplier per year of service, maintained in the 2024 IAM contract only for employees already vested in the pension plan; other members get 401(k) contributions insteadunion contractIAM Districts 751 and W24 represent 33,000 frontline Boeing workers; the 2024 contract carries a 43.65% compounded wage increase over four years
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degree paid upfrontEducation through Guild is FUNDED UPFRONT rather than reimbursed, and eligibility starts on the first day of hire - so a new employee with no savings can enrol without fronting a semester. Limits apply and the page does not name which programmes qualify, so whether short certificates (CNA, medical assistant, phlebotomy) are inside the funded catalogue is not stated on this page. Scope: all employees, from day one.fertility supportyesdisabilityyes
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degree paid upfrontMedical Assistant Apprenticeship: Henry Ford pays the medical-assistant college classes directly - not reimbursement - and pays the apprentice for two days (16 hours) a week of on-the-job training over 10 months, ending in the AAMA certification exam and a US Department of Labor completion certificate. This is a SHORT CERTIFICATE, the credential most tuition policies exclude, paid for before the worker does. Scope: apprentices accepted into the MA programme, not all employees; general staff education is tuition reimbursement.paid trainingNurse Assistant Apprenticeship: a 12-month programme of paid on-the-job training that ends with Henry Ford paying for the State of Michigan CNA exam. Apprentices work full-time (36-40 hours a week) on Henry Ford payroll from the start, beginning with two weeks at a partner training facility. Entry requirement is a high-school diploma or GED - no prior clinical credential. Parallel apprenticeships run for Medical Assistant, Pharmacy Technician, Radiology Technologist and Optometric Assistant.free on-site parkingyes
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degree paid upfrontHigher Education Opportunity (HEO): a scholarship program for the CHILDREN of UF employees, with places allocated by a drawing rather than granted automatically. The qualifying parent or legal guardian must be a full-time eligible STAFF or faculty employee on a regular annual or multi-year contract, and must still be so on the first day of classes each semester. A child can take part from high school graduation until the end of the calendar year they turn 26, and must keep a cumulative GPA of 2.75 or higher. UF does not publish the award value on this page.
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degree paid upfrontDebt-free degrees: Chipotle pays 100% of tuition up front through Guild, open to crew after 120 daysbenefits while part-timeyespromoted from within85% of all restaurant management role promotions were internal in 2024, out of 23,000 team members promoted that year; 84% of Field Leaders were promoted internally, and 5 of 11 Regional Vice Presidents started as crew members. Covers all Chipotle employees, Chipotle owns and operates all its North American restaurants, so there are no franchisees.paid trainingCultivate U leadership programme runs inside the job: Chipotle says the path from crew to leadership can take as little as 18 months, and crew learn food quality, safety, hospitality and restaurant business skills on shift. Training is part of the paid restaurant role, not a pre-hire course.
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hours a week to qualifyHealth cover is offered to all regular full-time and part-time associates; no minimum weekly hours publisheddegree paid upfront100% tuition-free education program (degrees paid upfront, not reimbursed)benefits while part-timeyespaid trainingTrack to the Trades: employer-funded pre-apprenticeship open to all associates, with tuition-free courses and tuition funded UPFRONT (not reimbursed) toward trade certifications including OSHA-10, NATE RTW and EPA-608; 31,000 associates have used the education benefit since 2022. Lowe's does not state whether coursework time is paid working time.schedule protectionStore roles are built around set shift patterns - overnight, seasonal and 4-day workweeks for select roles, part-time and full-time
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hours a week to qualify30+ hours a week unlocks the full benefits offering; part-time store employees below 30 hours are still eligible for selected plans. Cover starts after 9 months for part-time store employees (who must average 30+ hours), and after the first of the month following the 4th paycheck for full-time store employees. 37.5 hours a week is what counts as full time in a non-management store job.degree paid upfrontEducation scholarships to complete schooling free of charge, alongside the $5,250-a-year reimbursement; Sheetz does not publish award sizes or who qualifiesbenefits while part-timeyespromoted from withinDevelopment programmes, training, tuition reimbursement and a published store career path; Sheetz does not publish a promotion rateshift differential1.5x pay for holidays worked and 2x on Christmas; store employees are asked to work a 4-hour shift on holidays
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degree paid upfrontDegrees@Work with Strayer University - up to eight undergraduate or graduate courses a year with tuition fully covered; not open to seasonal or intern staffbenefits while part-timeyesshift differentialHoliday Premium Pay at 1.5x regular rate for hours worked on designated holidays (hourly employees); Colorado gets a Holiday Shift Differential instead
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hours a week to qualify20 hours a week, averaged over the four weeks before each eligibility auditdegree paid upfront100% upfront tuition coverage for a first-time bachelor's degree online at Arizona State University (Starbucks College Achievement Plan), from day onebenefits while part-timeyespromoted from withinStated goal, not an achieved figure: Starbucks says it aims to hire 90% of retail leadership roles internally within three years (commitment made 2025). Covers North America company-operated stores.
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degree paid upfrontDisney Aspire pays 100% of tuition upfront, plus application fees and books, for eligible US hourly cast members and employeesunion contractWalt Disney World: 45,000 theme park workers represented by the Services Trades Council Union (IATSE 631, Teamsters 385, TCU 1908, UFCW 1625, UNITE HERE 362 and 737)benefits while part-timeyespaid trainingDisney College Program: a paid internship at Walt Disney World for college students and recent graduates, 4 to 8 months (extendable to a full calendar year), working one of over 20 guest-facing cast member roles alongside educational sessions and professional development. Recommended for credit by the American Council on Education. You are paid during it.works around classesDisney College Program participants at Walt Disney World get dedicated time off for school classes and on-site exam proctoring while working guest-facing cast member roles. Covers the Disney College Program (4-8 months, extendable to a year), not Disney hourly roles generally.
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degree paid upfrontEmployee Scholarship Program (since 1984): up to $8,000 over four years part-time, $16,000 full-timebenefits while part-timeyesshift differentialPremium pay for overtime, Sundays and recognized holidays
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hours a week to qualifyHy-Vee says eligible part-time employees can choose health plans with an employer contribution and that all part-time employees are enrolled in supplemental life insurance, but it does not publish the weekly hours that make a part-time employee eligibledegree paid upfrontBellevue University partnership: up to $10,500 a year for 100 selected full-time or regular-time employees who apply, and up to $3,500 a year for every full-time and part-time employee, with $2,500 a year for immediate family membersbenefits while part-timeyes
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hours a week to qualifyNo hours threshold for health cover. T-Mobile's own benefits guide states that healthcare, family-building, life insurance and the LiveMagenta employee assistance programme are the same for part-time and full-time employees, with the same eligibility timelines, costs, plans and benefit levels. What is prorated for part-timers is time-based: PTO accrual, holiday hours and the tuition benefit ($5,250/yr full-time vs $2,500/yr part-time).degree paid upfrontT-Mobile pays full tuition upfront through partnerships with several universities, so an employee pays nothing out of pocket - this is separate from, and on top of, the tuition assistance cap. Available to full-time and part-time employees per T-Mobile's 10-K human capital section.benefits while part-timeyes
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hours a week to qualifyNortheastern publishes an explicit hourly band for part-time staff: 17.5-23 hours a week earns five credit hours of tuition per term (full-time benefits-eligible staff get nine).degree paid upfrontTuition benefit reaches the EMPLOYEE, a SPOUSE/domestic partner and DEPENDENT CHILDREN. Benefits-eligible faculty and staff get nine credit hours per academic term from the start. After three years of consecutive benefits-eligible employment, dependent children may get FULL tuition, and a spouse or domestic partner gets one course per term (up to four credit hours). Part-time staff working 17.5-23 hours a week are included at five credit hours per term.benefits while part-timeyes
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hours a week to qualifyStanford sets the tuition-grant floor in hours: 19 or fewer hours a week is not eligible at all; 20-39 hours a week qualifies but the grant is prorated by FTE (75% FTE, which Stanford defines as 30 hours a week, gets 75% of the grant); 40 hours a week gets 100%.degree paid upfrontChild Tuition Grant Program (TGP): Stanford pays toward a DEPENDENT CHILD's undergraduate tuition at any accredited college, capped at one-half of Stanford's own annual tuition and prorated by the parent's FTE. Staff qualify after FIVE years of continuous benefits-eligible service and must work 50% time or greater; faculty and senior staff qualify from the start of the appointment. Contingent (temporary, casual, student) employees are excluded, and so are staff of affiliates like Stanford Health Care.union contractStanford's child tuition grant explicitly names bargaining-unit employees as eligible, and shortens the minimum appointment length for them to four months, or to whatever the collective bargaining agreement in force provides.benefits while part-timeyes
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hours a week to qualifyUC expresses eligibility as a percentage of full time, not hours a week, and there are three tiers. FULL benefits need an appointment of at least 50% time for a year or more (or 1,000 hours in a rolling 12 months). MID-LEVEL covers 100% time for three months to a year, or 50% time in a post that misses the retirement rules. CORE benefits reach down to 43.75% time - and for per diem, casual/restricted student, by-agreement and seasonal appointments, Core needs at least 75% time for at least three months.degree paid upfrontUC's systemwide Reduced Fee Enrollment covers the EMPLOYEE ONLY - there is no spouse or dependent-child tuition benefit. Regular-status employees who meet admission requirements get a two-thirds reduction of both systemwide tuition and the student services fee, capped at nine units or three courses per quarter or semester. It reaches most represented (unionised) staff as well as non-represented staff, but represented employees' own contract governs the detail.union contractUC's own benefits site tells represented staff that the reduced-fee tuition benefit reaches them but that their bargaining unit contract, not the HR page, is the operative document.benefits while part-timeyes
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hours a week to qualifyUC expresses eligibility as a percentage of full time, not hours a week, and there are three tiers. FULL benefits need an appointment of at least 50% time for a year or more (or 1,000 hours in a rolling 12 months). MID-LEVEL covers 100% time for three months to a year, or 50% time in a post that misses the retirement rules. CORE benefits reach down to 43.75% time - and for per diem, casual/restricted student, by-agreement and seasonal appointments, Core needs at least 75% time for at least three months.degree paid upfrontUC's systemwide Reduced Fee Enrollment covers the EMPLOYEE ONLY - there is no spouse or dependent-child tuition benefit. Regular-status employees who meet admission requirements get a two-thirds reduction of both systemwide tuition and the student services fee, capped at nine units or three courses per quarter or semester. It reaches most represented (unionised) staff as well as non-represented staff, but represented employees' own contract governs the detail.union contractUC's own benefits site tells represented staff that the reduced-fee tuition benefit reaches them but that their bargaining unit contract, not the HR page, is the operative document.benefits while part-timeyes
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hours a week to qualifyUC expresses eligibility as a percentage of full time, not hours a week, and there are three tiers. FULL benefits need an appointment of at least 50% time for a year or more (or 1,000 hours in a rolling 12 months). MID-LEVEL covers 100% time for three months to a year, or 50% time in a post that misses the retirement rules. CORE benefits reach down to 43.75% time - and for per diem, casual/restricted student, by-agreement and seasonal appointments, Core needs at least 75% time for at least three months.degree paid upfrontUC's systemwide Reduced Fee Enrollment covers the EMPLOYEE ONLY - there is no spouse or dependent-child tuition benefit. Regular-status employees who meet admission requirements get a two-thirds reduction of both systemwide tuition and the student services fee, capped at nine units or three courses per quarter or semester. It reaches most represented (unionised) staff as well as non-represented staff, but represented employees' own contract governs the detail.benefits while part-timeyes
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hours a week to qualifyUC expresses eligibility as a percentage of full time, not hours a week, and there are three tiers. FULL benefits need an appointment of at least 50% time for a year or more (or 1,000 hours in a rolling 12 months). MID-LEVEL covers 100% time for three months to a year, or 50% time in a post that misses the retirement rules. CORE benefits reach down to 43.75% time - and for per diem, casual/restricted student, by-agreement and seasonal appointments, Core needs at least 75% time for at least three months.degree paid upfrontUC's systemwide Reduced Fee Enrollment covers the EMPLOYEE ONLY - there is no spouse or dependent-child tuition benefit. Regular-status employees who meet admission requirements get a two-thirds reduction of both systemwide tuition and the student services fee, capped at nine units or three courses per quarter or semester. It reaches most represented (unionised) staff as well as non-represented staff, but represented employees' own contract governs the detail.benefits while part-timeyes
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hours a week to qualifyUC expresses eligibility as a percentage of full time, not hours a week, and there are three tiers. FULL benefits need an appointment of at least 50% time for a year or more (or 1,000 hours in a rolling 12 months). MID-LEVEL covers 100% time for three months to a year, or 50% time in a post that misses the retirement rules. CORE benefits reach down to 43.75% time - and for per diem, casual/restricted student, by-agreement and seasonal appointments, Core needs at least 75% time for at least three months.degree paid upfrontUC's systemwide Reduced Fee Enrollment covers the EMPLOYEE ONLY - there is no spouse or dependent-child tuition benefit. Regular-status employees who meet admission requirements get a two-thirds reduction of both systemwide tuition and the student services fee, capped at nine units or three courses per quarter or semester. It reaches most represented (unionised) staff as well as non-represented staff, but represented employees' own contract governs the detail.benefits while part-timeyes
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hours a week to qualifyUC expresses eligibility as a percentage of full time, not hours a week, and there are three tiers. FULL benefits need an appointment of at least 50% time for a year or more (or 1,000 hours in a rolling 12 months). MID-LEVEL covers 100% time for three months to a year, or 50% time in a post that misses the retirement rules. CORE benefits reach down to 43.75% time - and for per diem, casual/restricted student, by-agreement and seasonal appointments, Core needs at least 75% time for at least three months.degree paid upfrontUC's systemwide Reduced Fee Enrollment covers the EMPLOYEE ONLY - there is no spouse or dependent-child tuition benefit. Regular-status employees who meet admission requirements get a two-thirds reduction of both systemwide tuition and the student services fee, capped at nine units or three courses per quarter or semester. It reaches most represented (unionised) staff as well as non-represented staff, but represented employees' own contract governs the detail.benefits while part-timeyes
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hours a week to qualifyUC expresses eligibility as a percentage of full time, not hours a week, and there are three tiers. FULL benefits need an appointment of at least 50% time for a year or more (or 1,000 hours in a rolling 12 months). MID-LEVEL covers 100% time for three months to a year, or 50% time in a post that misses the retirement rules. CORE benefits reach down to 43.75% time - and for per diem, casual/restricted student, by-agreement and seasonal appointments, Core needs at least 75% time for at least three months.degree paid upfrontUC's systemwide Reduced Fee Enrollment covers the EMPLOYEE ONLY - there is no spouse or dependent-child tuition benefit. Regular-status employees who meet admission requirements get a two-thirds reduction of both systemwide tuition and the student services fee, capped at nine units or three courses per quarter or semester. It reaches most represented (unionised) staff as well as non-represented staff, but represented employees' own contract governs the detail.benefits while part-timeyes
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hours a week to qualifyTuition remission is measured in percent-of-full-time, not hours. Full-time regular-status staff (100% FTE) get up to 8 credits in spring and fall; part-time regular-status staff get the same benefit prorated to their percent of employment, never below 50%.degree paid upfrontTuition remission for a staff member's SPOUSE and DEPENDENT CHILDREN: 100% of tuition toward a first undergraduate degree at UMD (the home institution), and 50% at any other University System of Maryland institution. For anyone hired after 1 July 1992 the dependent benefit starts after two years of service. Applies to regular-status staff, not only faculty.benefits while part-timeyes
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degree paid upfrontDependent Child Tuition Assistance: 100% of tuition if the staff member's child attends WashU, or up to 40% of WashU's tuition at any other accredited institution (50% for staff hired through 1 July 2006), for up to eight semesters toward a first bachelor's degree. The gate is SEVEN consecutive full-time years of service - or the equivalent number of PART-TIME years, and part-time employees get half the full-time benefit amount rather than nothing. WashU Community Specialists are excluded.benefits while part-timeyes
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hours a week to qualifyCALIFORNIA. Under Proposition 22 the quarterly healthcare subsidy is a threshold benefit measured in ENGAGED TIME, not hours logged in: average 25 or more engaged hours a week across a calendar quarter and the company owes at least 100% of the average ACA contribution toward a Covered California premium; average at least 15 but under 25 and it is 50%; under 15, nothing at all. Waiting for a request does not count toward the threshold. The subsidy is paid within 15 days of the quarter end and the company can require proof you are enrolled in a health plan first.degree paid upfrontUber Pro carries 100% tuition coverage at Arizona State University online - paid upfront, not reimbursed - but it is gated behind STATUS, not behind driving at all. The reward table shows it at Platinum and Diamond only; Blue and Gold drivers get nothing. Status is earned on points over a rolling 3-month period and requires keeping star ratings high, cancellation rate low and acceptance rate high, and requirements vary by city. So the degree is real, and it is conditional on hitting performance metrics quarter after quarter.schedule protectionSEATTLE. The schedule is yours by law here, not by policy: Seattle's App-Based Worker Minimum Payment Ordinance gives covered app-based workers the right to reach the platform without limits (except for health and safety), the right NOT to be penalised for limiting their availability or turning down offers, and the right to cancel an offer with cause. That last protection matters because refusing work is how acceptance-rate scoring normally bites. Seattle city law only - elsewhere the flexibility exists because the contract says so, not because anything stops the company changing it.works around classesThere is no rota and no shift to swap: you go online in the Driver app when you want work, which is why Uber markets driving as an alternative to part-time and seasonal jobs rather than as one. Recorded here as Uber's own claim about the arrangement, not a scheduling guarantee - the hours are genuinely yours, but so is the risk that the hours you are free are the hours with no demand, and the 3-years-driving requirement for under-25s rules most students out of the job entirely.no experience neededNot a first job for most teenagers. Beyond meeting your state's minimum driving age, Uber requires at least one year of licensed driving experience in the US - and THREE years if you are under 25. You need a valid US driver's licence, proof of residency, proof of vehicle insurance if using your own car, an eligible 4-door vehicle and a driver profile photo, then a screening of your driving record and criminal history. No prior work experience of any kind is asked for.
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degree paid upfrontTwo different things, and the difference matters if you cannot front a semester: 100% employer-PAID tuition toward a master's degree through the Northwell Health, Hofstra University program, versus $5,000 a year in REIMBURSEMENT (you pay first) toward an associate's, bachelor's or graduate degree anywhere accredited. Stated for eligible team members; Northwell does not publish which job statuses or hours qualify.pensionNorthwell eligible team members choose between a 401(k) and a 100% employer-funded pension, a defined-benefit pension, not a match, and one of the few left in a large US employer. Employer contribution plus an additional company match come after one year of service. Northwell's careers site states this for "eligible team members" without publishing the hours or job-status test for eligibility.birthing-parent leave22 weeksivf specificallyyesivf lifetime max$45,000
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degree paid upfrontDuke's Children's Tuition Grant pays a grant toward undergraduate tuition for children of eligible employees at ANY accredited college - but Duke University Health System employees hired after 01/01/1999 are explicitly excluded. DUHS staff do have Employee Tuition Assistance (reimbursement for classes at Duke or another accredited institution) and the Special Duke Tuition Rate (80 percent off select undergraduate Continuing Studies courses).paid trainingDuke Health's allied-health apprenticeships pay you while you train. Sleep Technologist apprentices, an entry route open to anyone with a high school diploma, are paid for their clinical hours on a 36-hour week and are benefits-eligible during the apprenticeship, with A-STEP module fees and the RPSGT exam fee reimbursed. Imaging apprentices are likewise paid for clinical hours with progressive wage increases, and respiratory care assistants get paid clinical experience while still enrolled in their program.no experience neededDuke Health hires into clinical work with no prior healthcare experience. The Pharmacy Technician Training Program, an 11-week accelerated course with three cohorts a year, ending in eligibility to apply for a full-time pharmacy technician post, asks only for a high school diploma or equivalent. The Sleep Technologist apprenticeship and the primary Imaging apprenticeship pathway likewise state no prior experience is needed.
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degree paid upfrontYour Tomorrow, with Guild: a full range of education options including a college degree, at no cost to the employee, and open to eligible dependents as wellunion contractAbout 9,200 WM employees are covered by collective bargaining agreements (FY2025 10-K)birthing-parent leave8 weeksstock purchase planyesespp discount15%
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hours a week to qualifyDollar General publishes no qualifying-hours figure and no eligibility rule of any kind for its store workforce. Its careers page lists health insurance, 401(k) match, paid vacation and PTO as a single undifferentiated Total Rewards list covering retail, distribution, fleet and corporate roles alike.degree paid upfrontTuition Scholarship Program for employees; Dollar General publishes no award size, eligibility rule or whether money is paid upfrontpromoted from withinAbout 40% of Dollar General store managers started as part-time associatespaid trainingAward-winning training tied to a promote-from-within culture; Dollar General does not say whether training hours are paid or how long the programme runs
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hours a week to qualifyMore than 20 hours a week is the line: DOE employees above it can pick from several health insurance plans, some with NO employee contribution at all, plus dental, vision, prescription cover and retiree health benefits. School kitchen posts are advertised as part-time employment WITH full benefits. Day-to-day substitute paraprofessionals, by contrast, are paid per day and get no benefits.degree paid upfrontThe Career Training Program gives eligible full-time paraprofessionals tuition assistance, and full-time paraprofessionals can get paid release time for college study, the paraprofessional-to-teacher route.pensionFood service workers and other non-teaching DOE staff are in the Board of Education Retirement System (BERS), the city's defined benefit plan for non-pedagogical school employees. It does not replace Social Security, New York City school employees pay into both. Full-time paraprofessionals also get a pension, plus health insurance and paid leave.union contractParaprofessionals, including substitute paraprofessionals, are represented by the United Federation of Teachers (UFT), and the substitute day rate is contractual.benefits while part-timeyes
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hours a week to qualifyGeorgetown sets tuition-benefit eligibility at 36 hours a week for regular and term staff (academic employees need 90% time). Below that, no TAP.degree paid upfrontTuition Assistance Program (TAP) covers the EMPLOYEE and their CHILDREN. Employees may use it for undergraduate or graduate study depending on employment category; dependent children for undergraduate study only, at Georgetown or (for children) at an outside school. Service gate: ONE year for the employee, THREE years for a child. Eligibility starts on the date of hire for regular staff hired to work at least 36 hours a week - explicitly including staff represented by SPFPA and 1199SEIU. Tuition only: no deposits, fees or room and board, and lifetime maximums apply.union contractGeorgetown's benefits pages name two unions representing its staff by name - the International Union, Security, Police and Fire Professionals of America (SPFPA) and 1199SEIU - and confirm that members of both qualify for the Tuition Assistance Program on the same terms as other regular staff.
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degree paid upfrontChild Scholarship Plan for eligible university STAFF and faculty: Yale pays a child's accredited college or university directly, up to 50% of tuition and eligible fees, capped at $29,000 per year ($14,500 per semester) for 2026/2027, for up to eight terms toward a bachelor's degree. The child must be under 25 and enrolled full-time at an accredited two- or four-year college. It applies to any accredited institution, not just Yale, and is paid after other grants and scholarships. Room and board are not covered.union contractYale's service and maintenance staff are represented by Local 35, whose collective bargaining agreement carries its own training funds at Article XXIV, sections 24.1 through 24.3 - a benefit that exists in the contract rather than in general HR policy.paid trainingLocal 35 Training Funds, written into Article XXIV 24.1-24.3 of the Local 35 collective bargaining agreement, which covers Yale's service and maintenance staff (custodial, dining, grounds, trades). The university and the union commit to funding personal and professional growth within an employee's own job or trade as well as advancement to better jobs or different trades.
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degree paid upfrontEmployee Degree Program: FULL tuition for the EMPLOYEE (not dependants) toward an undergraduate or graduate degree at Cornell, after one year of full-time employment in a benefits-eligible position. Up to 8 credits a semester, the major must be job- or Cornell-career-related, and there is no requirement to stay at Cornell afterwards. Separately, a Part-Time Study benefit waives tuition for up to four credits a semester from day one of a benefits-eligible job.paid trainingTime spent in class under Cornell's Part-Time Study tuition waiver is recorded as time worked when the supervisor grants release time - so an hourly staff member is not automatically docked for studying. Supervisors may instead require the time be made up, and part-time employees are generally expected to take courses outside working hours.on-site childcareyes
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hours a week to qualifyGeorgia Tech's benefits come through the University System of Georgia, and the line is drawn at 30 hours a week: health, dental, vision and retirement go to regular employees working 30 hours or more. USG's own eligibility chart shows regular staff at 20-29 hours getting only the Employee Assistance Program and the well-being programme, and under 20 hours getting the well-being programme alone.degree paid upfrontTuition Assistance Program (TAP) waives tuition and mandatory fees for the EMPLOYEE ONLY - no spouse, no dependent child - at any University System of Georgia institution, up to nine semester hours per semester. It is restricted to FULL-TIME (1.0 FTE) benefits-eligible staff who have held that status for at least six months; time in a temporary position does not count. Dental, law, medical, pharmacy and veterinary courses are excluded.
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degree paid upfrontTuition Assistance Program (TAP): employees pay only $40 for courses at the Harvard Extension School, or 10% of the tuition cost at other eligible Harvard schools (including the Graduate School of Education, Kennedy School and Chan School of Public Health). Harvard states the benefit is open to benefits-eligible professional, administrative, SUPPORT and UNION staff, not just faculty. Covers the employee; a separate Tuition Reimbursement Program covers outside accredited institutions.union contractHarvard names union staff as a distinct population eligible for tuition assistance, alongside professional, administrative, support and teaching staff.
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hours a week to qualifyThe IU Tuition Benefit uses percent-of-full-time, not hours: eligibility starts at full-time, defined as 75% FTE or greater, for appointed academic and staff employees.degree paid upfrontIU Tuition Benefit. A dependent child of an eligible employee gets a subsidy of 50% of the Indiana resident undergraduate rate, up to a bachelor's degree or 140 credit hours, whichever comes first. Employee eligibility is 75% FTE or greater appointed academic and STAFF employees. Spouses get a subsidy up to a dollar maximum at the Indiana resident undergraduate rate. Undergraduate subsidy is untaxed; graduate coursework for a spouse is taxed.
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degree paid upfrontJHU runs three separate education benefits, and BARGAINING UNIT MEMBERS are named as eligible alongside faculty and staff. (1) Tuition Assistance: full-time benefits-eligible faculty, staff and bargaining unit members seeking a degree can get tuition assistance for undergraduate and graduate courses at ANY accredited institution. (2) Tuition Grant Plan: dependents under 27 receive tuition toward full-time undergraduate study at an accredited institution. (3) Tuition Remission: an annual amount toward part-time study at JHU for staff, bargaining unit members, spouses, domestic partners and dependent children.union contractJHU's own benefits pages list bargaining unit members as a distinct eligible population for tuition assistance and for family tuition remission, alongside faculty and staff.
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degree paid upfrontNorthwestern's tuition benefit plans are for FULL-TIME, benefits-eligible employees and retirees, and cover the employee, a spouse and dependent children; the amount rises with the employee's years of uninterrupted Northwestern service. Part-time staff are not covered. A service waiver can shorten the waiting period for someone who came from a comparable job at another college.
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degree paid upfrontPurdue's tuition policy (II.D.3) gives a SPOUSE of an employee a partial remission of tuition at a 'staff spouse rate' set annually by the Board of Trustees, on credit courses at any Purdue campus. The policy does not extend a comparable remission to dependent children, and the rate itself is not published as a percentage on the policy page.paid trainingIf a supervisor asks an employee to take a course for job training and the employee takes no academic credit for it, Purdue charges no fees at all - so employer-directed training is free to the worker rather than reimbursed later.
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degree paid upfrontTuition remission (non-RBHS positions): a regularly appointed full-time staff member paid at or below $106,586 gets FULL tuition remission at Rutgers for themselves; above that salary it drops to 50%. Because the cut-off is a salary figure, hourly and lower-paid staff get the 100% tier. Dependent children of a full-time employee are separately eligible for undergraduate tuition remission (first baccalaureate degree, up to 10 terms for a 4-year degree). Graduate remission above $5,250/year is taxable and subject to NJ state tax withholding.union contractDependent-child tuition remission at Rutgers is granted pursuant to negotiated union agreements as well as university policy, so for represented staff the benefit sits in a collective agreement rather than an HR discretion.
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hours a week to qualifyTuition assistance is gated on FTE, not hours, and the two plans use different gates: the employee's own Faculty and Staff Tuition Assistance (instructional, general and non-Ohio-resident fees, up to 10 hours a term) needs at least 75% FTE, while the Dependent Tuition Assistance Plan needs only 50% FTE. Measured on the first day of the academic term.degree paid upfrontDependent Tuition Assistance Plan pays a portion of instructional and general fees for an employee's eligible dependents taking courses at Ohio State; the employee must hold an eligible appointment of at least 50% FTE on the first day of the academic term. Separately, the Faculty and Staff Tuition Assistance Plan pays instructional, general and non-Ohio-resident fees up to 10 hours per term for employees at 75% FTE or more. Covers staff, not only faculty.
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degree paid upfrontChildren's Educational Assistance Plan: after FIVE years of benefits-eligible service, a tuition grant covering 100% of a DEPENDENT CHILD'S tuition and mandatory education fees, capped at $22,400 per academic year ($11,200 a semester), for up to four years of full-time undergraduate study at any accredited four-year institution - not only Princeton. Community-college and accredited trade-school starts get two extra terms. The grant is non-taxable and paid straight to the school. CASUAL EMPLOYEES are excluded, and casual service does not count toward the five years.paid trainingStaff Educational Assistance Plan reimburses 85% of tuition and mandatory fees (textbooks included) for the EMPLOYEE'S own study, after one year of benefits-eligible service. The annual cap is means-tested in the employee's favour: up to $7,500 a fiscal year if base salary is $80,000 or less, $5,250 if above it. English as a Second Language classes and GED testing are covered at 100%. Casual employees are not eligible.
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hours a week to qualifyBU states plainly that dropping below the full-time percentage-time threshold ends participation in Tuition Remission - the benefit is tied to percentage time worked, not to a published hours figure.degree paid upfrontBU Tuition Remission covers the EMPLOYEE, SPOUSE and DEPENDENT CHILDREN for BU courses and degree programmes - but only for REGULAR FULL-TIME employees on an appointment of nine months or more. The employee benefit starts the first semester on or after the hire date; spouse and dependent-child benefits start only after a service requirement, and only continuous full-time BU service counts toward it. Staff whose percentage time worked drops below the threshold lose the benefit.
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hours a week to qualifyPenn's dependent tuition benefit is limited to regular FULL-TIME faculty and staff and to limited-service staff, each needing three years of regular full-time service. Part-time staff are not named as eligible.degree paid upfrontDependent-child tuition benefit: 75% of Penn's undergraduate tuition and technology fee if the child attends PENN (about $49,941 for 2026-27), or up to 40% of Penn's tuition (about $26,268) at an approved school ELSEWHERE. Maximum four years / eight semesters, or the bachelor's degree, whichever comes first. Gate: REGULAR FULL-TIME faculty and staff, plus limited-service staff, with three years of regular full-time service; the child must also have met Penn's dependency test for three years. No graduate tuition benefit for dependants.
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degree paid upfrontTwo separate programmes. Staff Tuition REIMBURSEMENT pays 100% of job-related tuition at other accredited institutions up to $4,000 a fiscal year, but only for FULL-TIME benefits-eligible staff who have completed one year of full-time service. Tuition REMISSION lets benefits-eligible staff and faculty take courses at Tufts and extend the benefit to a spouse, domestic partner and eligible dependants. Courses that prepare you for a future job, at Tufts or elsewhere, are not covered by the reimbursement plan.paid trainingTufts' staff tuition reimbursement is explicitly scoped to keeping you good at the job you already have, not to preparing you for a different one: it covers job-related courses, degree programmes and trade or professional licence examinations, and excludes courses that prepare you for a future job.
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hours a week to qualifyFor the child-of-employee tuition waiver the gate is percent-of-time plus tenure: 50 percent or greater employment over a minimum of seven academic years at one or more Illinois senior public universities, in a role eligible for the State Universities Retirement System. The seven years need not be consecutive.degree paid upfrontChild of Employee tuition waiver (state statute 110 ILCS 305/7f): a 50 percent tuition waiver, excluding fees, for up to four years of undergraduate study at the University of Illinois. The child must be under 25. The employee must have held 50 percent or greater employment over a minimum of seven academic years at one or more Illinois senior public universities in a SURS-eligible role; the seven years need not be consecutive. Civil service (hourly) staff qualify on the same terms.
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hours a week to qualifyThe Regents Tuition Benefit uses percent-of-time rather than hours: benefits-eligible faculty, P&A, civil service and labor-represented employees who hold 75 to 100 percent time appointments for the entire semester in which the course is taken.degree paid upfrontRegents Tuition Benefit Program, open to CIVIL SERVICE and LABOR-REPRESENTED employees as well as faculty and P&A: 100% of tuition covered if you are pursuing your first undergraduate degree, 75% for all other eligible classes, including graduate and post-baccalaureate credits. Covers the employee only; family members can instead qualify for resident tuition rates. Graduate-level tuition may count toward taxable income.
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hours a week to qualifyThe University Tuition Waiver Program requires a permanent (non-temporary) position of at least 30 hours a week, and the employee must hold 75% time (30 hours per work week) or more for the whole semester. Dropping below 75% FTE mid-semester means paying the full cost of the class.degree paid upfrontTuition waivers cover the EMPLOYEE only - a spouse and children are explicitly not eligible. Up to three waivers per academic year, usable at any constituent institution of the UNC System; value above $5,250 is taxed. Open to SHRA staff (the hourly and non-faculty population), not just faculty.
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degree paid upfrontEducation Benefit for the DEPENDENT CHILD of a regular FULL-TIME staff member: 100% of tuition at the University of Pittsburgh, for up to 12 terms of undergraduate coursework, with no per-semester credit limit. It starts once the staff member has completed their provisional period - no multi-year service gate. Part-time regular staff are not eligible for the dependent-child benefit, and graduate programs are not covered.union contractPitt's own education-benefit page states that staff under collective bargaining agreements have this benefit governed by the terms of their agreement rather than the general staff policy - so for represented staff the contract, not the HR page, is the operative document.
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hours a week to qualifyTuition exemption is gated on FTE, not hours: you must be employed at the UW at 50% FTE or more. Regular classified or represented civil service staff must first finish their probationary period; professional staff and faculty are eligible immediately. Nonpermanent and temporary staff are excluded.degree paid upfrontTuition exemption covers the EMPLOYEE only - spouses and dependents of UW employees are explicitly not eligible. It lets staff at 50% FTE or more take courses on a space-available basis at participating Washington state colleges and universities, governed by RCW 28B.15.558.
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degree paid upfrontQualified Tuition Reduction. DEPENDENT CHILDREN of a benefits-eligible employee pay 25% of actual in-state tuition for all credit hours. The employee and their legal spouse pay $25 per semester for 1 to 9 credits (and actual in-state tuition on anything above nine). Open to benefits-eligible faculty AND staff. It covers tuition only - program, registration, class, library, lab fees, books and supplies are excluded.
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degree paid upfrontRemarkable Futures scholarships of $1,000, $2,500 and $25,000, paid in advance rather than reimbursed, for restaurant Team Members at franchised, company-owned and affiliated restaurants; usable at any accredited college, university or technical/vocational school, part-time study included. $29M awarded in 2026 across 16,000+ winners.tuition reimbursement$1,000/yr
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degree paid upfrontIU Tuition Benefit, which applies across IU campuses including Indianapolis. A dependent child of an eligible employee gets a subsidy of 50% of the Indiana resident undergraduate rate, up to a bachelor's degree or 140 credit hours. Employee eligibility is 75% FTE or greater appointed academic and staff employees.
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degree paid upfrontTuition Benefit Program (formerly Course Fee Courtesy) for an employee's SPOUSE and DEPENDENT CHILDREN: a credit equal to one-half of the Michigan resident on-campus undergraduate course fees at MSU. Separately, the Educational Assistance Program is provided to regular SUPPORT STAFF for their own professional development.
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degree paid upfrontTwo tracks. Remitted Tuition goes to benefits-eligible faculty and staff (and retirees) for undergraduate or graduate courses at Syracuse, and the credits can be transferred to a spouse or same-sex domestic partner. DEPENDENT tuition needs the equivalent of THREE years of full-time employment, and then offers a choice of three routes: an SU Tuition Waiver, Tuition Exchange at another member institution, or a Cash Grant.
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degree paid upfrontTuition Discount: 75% off tuition at all Penn State campuses, World Campus and Penn College, for full-time faculty, staff and technical service employees, their spouse, and dependent children up to age 26. Out-of-pocket is 25% of the in-state rate. No service gate: eligibility starts with the employee's date of full-time employment. Dependent children are undergraduate-only and not taxable; a spouse taking graduate classes may be taxed. Postdocs are excluded.
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degree paid upfrontFor STAFF: the University pays 50% of tuition for up to two classes a quarter at UChicago itself, and 75% up to $2,000 a year (lifetime cap $26,000) for a first undergraduate degree taken elsewhere. For a STAFF MEMBER'S DEPENDENT CHILD: 50% of undergraduate tuition at the College, for up to 12 quarters, plus 50% remission at the University of Chicago Laboratory Schools. The Graham School and professional non-degree discounts are limited to full-time benefits-eligible staff.
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degree paid upfrontTuition waivers of 80-95% on courses taken AT the University of Rochester (95% for nursing programmes at the School of Nursing regardless of salary band), 70% reimbursement for study at other colleges, and waivers for eligible DEPENDENT CHILDREN on courses at the University. From 1 July 2026 the policy narrowed: outside programmes are no longer reimbursable where a comparable programme exists at Rochester.
no companies here document this yet. that is a gap in what we have collected, not proof there is nothing to find.