Tag: Credits

  • What Happens to Dual Enrollment Credits After High School?

    What Happens to Dual Enrollment Credits After High School?

    Dual enrollment is often described to high school students and their families as a way to get an early college experience at a significantly reduced cost. These students will earn college credit—sometimes even an associate degree or other college credential—before graduating high school, potentially reducing the time and cost of earning a bachelor’s degree.

    At least that’s the promise. But what happens when the path after high school isn’t so clear?

    For us, both former DE students (or, as we call ourselves, “stealth transfers”), transferring to a bachelor’s program after high school wasn’t straightforward. And our stories aren’t uncommon. Too often, DE students leave high school without guidance on transfer pathways, and even fewer understand the complexities of credit transfer or the financial implications of their DE choices in high school. What happens to former DE students’ credits after high school? What challenges do these students face? How can we better support them?

    Stealth Transfers: Unforeseen Challenges With Credit Mobility

    As dual-enrollment students, we assumed transfer would be a simple handoff: The credits we earned in high school would transfer to any college or university we planned to attend, apply directly to our program of study and help us graduate sooner while saving money. In reality, it isn’t always this seamless. Here are a few reasons why:

    1. Students may not be aware, or advised on, whether their DE courses will be accepted for credit toward a bachelor’s or other credential in their major field of interest. Among the more than 4,000 DE students from 17 colleges who participated in the pilot of the Dual Enrollment Survey of Student Engagement (DESSE), fewer than half reported ever interacting with a college adviser, and 88 percent reported never having utilized the college’s transfer credit services.
    2. Researchers have used national data to track transfer outcomes generally; however, there is still limited research on the extent of the challenges of DE credit transfer and how colleges and K–12 partners can ensure that DE credits are seamlessly transferred and applied to students’ degree programs. Community college students face challenges in transferring credits toward a major field of interest—challenges that could be compounded for DE students due to a lack of understanding of credit transfer and infrequent use of transfer supports.
    3. After enrolling in a university, former DE students may feel poorly supported because they are right out of high school, yet have advanced academic standing, so they don’t fall so neatly into first-year or transfer student populations (and the support services designed for them). As such, stealth transfers may miss out on dedicated advising, scholarships and clear information on how to advocate for themselves during the credit-evaluation process.

    The Support That Traveled With Me: Akilah’s Story

    As a double transfer—first through DE in high school, then from community college to a private university—I always knew my path was right, even when others doubted it. While DE wasn’t as heavily promoted by my high school as other academic programs, I knew it was a valuable and accessible opportunity to prepare me for college and my future goals. However, the guidance from my high school and community college advisers wasn’t always clear and often felt generic. Instead, I leaned on the support from my faith and family. Thanks to my father’s research, I was aware of which credits would and wouldn’t transfer, helping me make informed decisions. After transferring to my university, it was affirming to have the university adviser recognize the effort my family and I put into mapping out my plan. In the end, 57 of my 65 credits transferred.

    Many students like me turn to faith, family and community to bridge gaps in information and support. My story urges colleges to recognize the supports and resources transfer students draw on while providing clear pathways and dedicated advising for them.

    Racing Through College Without a Road Map: Aurely’s Story

    When I graduated high school with an associate degree and 68 college credits, I thought being ahead of my peers would be an advantage, especially since I couldn’t afford to pay for college. I only applied to one in-state university because it accepted 60 college credits and had a scholarship for former DE students. DE prepared me for the rigor of college coursework, but not what it would feel like to be a junior-level student at 18 years old. My focus was graduating quickly to start making an income, so I met with my adviser monthly to stay on track—but I didn’t take advantage of internships or networking opportunities because I wasn’t advised of their importance and had little time left after balancing a heavy course load with part-time jobs.

    Like many low-income students, I had the encouragement to pursue a higher education, but not the guidance on how to leverage it for my goals or career. Looking back, a dedicated community for stealth transfers could have helped me catch up on the social, professional and developmental experiences that typically occur over several years in college.

    What Can We Do to Support the DE Transfer Experience? 

    The growth of DE nationally means more students will arrive on college and university campuses as stealth transfers. When these students’ transfer journeys are hidden, they may miss out on dedicated advising, strategies to reduce the cost of completing their degree and guidance on how to advocate for themselves in higher education and beyond. As former DE students who now research DE and transfer, we offer recommendations below grounded in both our lived experiences and national research.

    1. Collect data on credit transfer and experiences of former DE students. Too little information is available on what happens to DE credits after high school. Educators can better support stealth transfers by participating in surveys, like the DESSE, and tracking outcomes for former DE students, including how many credits are lost and which courses are often not transferable. These data should be disaggregated to identify gaps (e.g., race, income) and discussed with K–12, community college and university partners during professional development and planning meetings to improve transfer outcomes.
    2. Provide clear major-specific pathways and guidance for stealth transfers. Many former DE students transfer more than once after high school, yet information on these pathways is not always accessible (or understandable) to students and their families. Educators should publish clear guidance on K–12, community college and university websites for students who attend a community college after DE. In high school, students should be informed if they are taking DE courses from multiple institutions and to save their DE course syllabi so they can be better equipped in advocating for the transferability of their coursework in the future.
    3. Improve financial guidance for former DE students. Former DE students may be unfamiliar with the costs of attending college after DE. Educators can ensure that scholarship opportunities at various transfer destinations are available to former DE students and deadlines are communicated during their senior year in high school.
    4. Support stealth transfer experiences as part of college transfer support services. As dual-enrollment programs expand nationally, there will be more stealth transfer students entering higher education after high school. Educators can make transfer support services, like transfer centers, more inclusive by surveying stealth transfers to understand their needs, creating former DE affinity groups, providing dedicated supports for former DE students, fostering peer connections and hosting events or networking opportunities for this population.

    As dual enrollment continues to grow, college and university leaders must recognize that more students will arrive as stealth transfers. By making stealth transfers visible, we can ensure that the promise of DE is fulfilled—not lost in transition.

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  • The Transfer Credit Myth: How Everything We Know About Excess Credits May Be Wrong

    The Transfer Credit Myth: How Everything We Know About Excess Credits May Be Wrong

    The Transfer Credit Myth: How Everything We Know About Excess Credits May Be Wrong

    quintina.barne…

    Thu, 09/04/2025 – 03:00 AM

    Part One: Through the lens of records and registration.

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  • Wellesley Non-Tenure-Track Strike May Impact Class Credits

    Wellesley Non-Tenure-Track Strike May Impact Class Credits

    Hours after Wellesley College’s non-tenure-track faculty went on strike last Thursday, students received word that they might receive only half credit for courses taught by the professors on strike.

    The college attributed the decision to federal regulations on how much instruction students must receive per credit hour, noting that if the strike ends quickly, students will be able to return to their classes and get full credit. In the meantime, they were told they could sign up for other classes, taught by tenure-track faculty, for the last four weeks of the semester. That would allow them to continue to earn full credit hours, which is especially important for students who need to maintain full-time status for financial aid, athletics or visa-related reasons.

    According to college spokesperson Stacey Schmeidel, only about a third of non-tenure-track faculty members’ classes could be affected by this change; the remaining two-thirds met frequently enough during the first 10 weeks of the semester that they had already reached the required minimum number of instructional hours. Over all, she said, about 30 students out of the 2,350 enrolled at the women’s college are currently at risk of dropping below full-time status, though hundreds opted to switch into new classes to ensure they receive the number of credits they planned on for this semester.

    But students and faculty union members have questioned the college’s solution, noting that students may struggle to find replacement courses that fit their schedule or that they have the necessary prerequisites for.

    “Imagine being a student entering into a class that only has four weeks left,” said Jacquelin Woodford, a chemistry lecturer and organizing committee member for the faculty union, Wellesley Organized Academic Workers. “It’s such a weird plan that could all be avoided if the college just bargained with us and settled the contract.” Woodford also noted that striking faculty members had not been informed before Thursday about this plan and still haven’t received formal communication from the institution about what is happening with their classes.

    Non-tenure-track faculty at Wellesley began unionizing almost a year ago in an attempt to obtain higher wages and better job security. Union organizers say the institution has come back with only bare-bones offers.

    On March 25, administrators offered non-tenure-track faculty 2.75 percent annual raises for the duration of the contract and proposed adding an additional course to their teaching loads, for which they would be paid an additional $10,000. But union members argue that $10,000 is equivalent to what they are already paid for teaching an extra course.

    “The College’s proposal makes working overtime the new, required norm,” wrote Erin Battat, senior lecturer in the writing program and a member of the bargaining committee, in an email to The Wellesley News, the college’s student paper. “We had hoped that Wellesley was serious about their claims to care about averting a strike, but their actions at the bargaining prove otherwise.”

    WOAW’s latest proposal, meanwhile, includes a revised salary scale that would see some NTT faculty with more than 18 years at Wellesley earn over $170,000 a year—25 percent more than full professors with the same amount of experience. Wellesley has countered that the proposed pay scale, which would afford faculty raises of 54 percent in the contract’s first year, is untenable.

    The union voted in February to authorize a strike.

    “We called for a strike authorization vote to encourage Wellesley to make substantial progress towards our key priorities. Our goal is to negotiate a fair contract that will be ratified by our members,” said one bargaining committee member, Christa Skow, senior instructor in biological sciences, in an update on WOAW’s website at the time.

    Pizza and Ponchos

    Students have been supportive of the strike despite its impact on their courses, said Woodford, noting that they have joined the picket lines at the motor and pedestrian entrances to campus over the past several days.

    “They’ll come and go between their courses. They’re so kind; they’ve been sending us food and pizza and they brought us ponchos today for the rain,” she said, noting that tenured colleagues, alumnae and Massachusetts state politicians have also come out to support them.

    The next bargaining session will take place on Tuesday, and union organizers questioned why the institution was unwilling to bargain any earlier than five days into the strike. In an email, Schmeidel said the college and the union had, prior to the strike, mutually agreed to a session on April 3; after the strike began, Wellesley offered to move the session to today, April 1.

    She also said that the union had rejected the college’s proposal to work with a mediator.

    “The College feels that the union’s refusal to go to mediation and to instead call for a strike is arbitrary and premature,” she wrote.

    For some students, it’s unclear what the next few weeks will bring. Jeanne, a freshman who asked to have her last name withheld, is currently taking a writing course impacted by the strike. She said she received an email from the dean of first-year students saying that those in the course would receive full credit, but students should nevertheless attempt to keep up with the syllabus as much as possible. She doubts she’ll be able to, though, as the materials she needs for the next paper haven’t been posted for students to access online yet.

    Still, she said she is in favor of the strike, noting that WOAW has been transparent with the students about what the stoppage will entail since much earlier in the semester.

    “[WOAW] had been speaking about negotiations with the college since I arrived on the campus last semester,” she said. “They’ve been very clear with the students that they believe their treatment is unfair and they’ve been working with the college for a while now to get the situation fixed.”

    In an FAQ about how Wellesley will handle the strike, the institution said it is still figuring out how grading will be impacted by the half-credit courses and noted that it may be necessary to include a transcript note for anyone impacted. It said the same about making up any content students may lose out on as a result of the strike.

    “Department chairs and faculty are thinking seriously about any course content that may not have been covered and how to make up for this in a future semester,” the FAQ says.

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  • IRS Issues Employer Guidance on COVID-19 Paid Leave Tax Credits – CUPA-HR

    IRS Issues Employer Guidance on COVID-19 Paid Leave Tax Credits – CUPA-HR

    by CUPA-HR | September 22, 2021

    On September 7, the U.S. Treasury Department and Internal Revenue Service (IRS) issued Notice 2021-53, which includes guidance to employers on reporting the amount of qualified sick and family leave wages paid to employees for leave taken in 2021 as provided by the Families First Coronavirus Response Act (FFCRA) and as amended by the Consolidated Appropriations Act of 2021 and the American Rescue Plan Act of 2021.

    The FFCRA required private sector employers with 500 or fewer employees to provide emergency paid family and medical leave and emergency paid sick leave to employees who could not work or telework due to certain COVID-19 complications. The FFCRA also established fully refundable tax credits that employers may receive after providing the emergency paid family and sick leave. The tax credits under the FFCRA were set to expire on December 31, 2020, but they were extended to cover wages voluntarily paid through March 31, 2021 under the Consolidated Appropriations Act of 2021 and again through September 30, 2021 under the American Rescue Plan Act of 2021. Employers were no longer required to provide the paid sick and family and medical leave wages to employees after the enactment of the Consolidated Appropriations Act, but employers that voluntarily provided paid leave that would have satisfied the paid family leave and paid sick leave requirements under the FFCRA were eligible for the same fully refundable tax credits.

    The new IRS notice states that employers will be required to report the amount of qualified sick and family leave wages paid to employees between January 1 and September 30, 2021 either on the Form W-2, Box 14, or in a separate statement provided with the Form W-2. The notice also includes model language to help employers communicate information about the qualified sick leave and family and medical leave wages to employees, as well as the impact these wages may have on tax credits the employee may be entitled to with respect to self-employment income.

    CUPA-HR will keep members apprised of any additional tax-related guidance from the IRS as it relates to COVID-19 policies and guidance.



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