Employee Benefits

Webster University provides full-time employees with a comprehensive benefits program. Eligible employees can choose from a variety of benefits ranging from health care to tuition remission options. Below you will find brief information regarding each program. Where available, employees may also enroll their qualified dependents for coverage.  Qualified dependents include spouses, domestic partners and children age 26 and under.

Below you will find brief information regarding each program. Active employees should access My Webster/Health & Welfare for current elections, enrollment, plan documents and other resources.  You will also find detailed information under the Human Resources channel through your Connections login.  Additionally, employees are encouraged to pro-actively pursue personal wellness.  You can access information about on-going wellness programs and activities through Webster Wellness online.

The Human Resources department is available to answer benefit questions during normal working hours or employees may directly contact benefit vendors via e-mail access or through direct customer service lines. For further details regarding any of the benefit plans outlined below click the appropriate link or contact the Human Resources department.  (Note these resources highlight your benefits, but official plan and insurance documents are the prevailing resources to govern rights and benefits under each plan).



Health Care

Eligibility Requirements

Full-Time Staff and their eligible Dependents:
The first of the month coinciding with or following full-time date of hire.

Full-Time Faculty/Administrators and their eligible Dependents:
First day of full-time employment

Benefit Eligible Employees Receiving International Pay

Eligible only for “Choice Plus” PPO plan

United Healthcare "Choice Plus" PPO plan

This type of health care plan allows employees and their covered dependents to choose their own health care practitioners within or outside United Healthcare's preferred provider network. When choosing a doctor or other services within the preferred network, out of pocket expenses are reduced and the provider, not the employee, files all claims. Webster University and employee share the premium cost.

Employees are required to pay an annual deductible, some co-pays at the point of service.

United Healthcare "Choice" EPO plan

Under an EPO plan, participants are required to use physicians and other services that are part of the plan network in order to receive any benefits unless it is an emergency. Webster University and employee share the premium cost. Employees are required to pay an annual deductible and some co-payments.


Prescription coverage

Prescription coverage for both plans is provided based on a Prescription Drug List (PDL) that reflects three tiers of coverage and copayment.  Generic and mail order prescriptions are encouraged.

Use the United Healthcare Web site to find a doctor, hospital, pharmacy, lab, etc. that is in the provider network and near you. You can also create a confidential, personal site by creating an account at www.myuhc.com. This feature helps you to become a more informed health care consumer, to access information about the status of your medical claims, and more. It is also host to an online health assessment which every employee is encouraged to take annually during the enrollment process. 

UHC Customer Service Line: 1-866-633-2446

Web site: http://www.myuhc.com

Human Resources Department:  314-968-6961, humanresources@webster.edu


Dental Care

Eligibility Requirements

Full-Time Staff and their eligible Dependents:
The first of the month coinciding with or following the date of full-time hire.

Full-Time Faculty/Administrators and their eligible Dependents:
First day of full-time employment

Webster University full-time employees who have met the eligibility requirements may select one of two Delta Dental Premier Indemnity plans.

Delta Dental Platinum: This plan allows participants to visit any dentist with Preventative Care being paid at 100 percent, Basic-80 percent and Major, including Orthodontics-60 percent of reasonable and customary charges up to a lifetime maximum. This plan includes an annual deductible for individual and family coverage and an annual maximum Webster University and employee share the premium cost.

Delta Dental Gold:  This plan provides the same coverage as the Platinum plan, but encourages use of network providers to have the same percentage of coverage as the Platinum plan.  It does include a lower annual maximum and a deductible for orthodontia services. 

Delta Dental Customer Service Line: 1-800-392-1167
Delta Dental Website:  http://www.deltadentalmo.com
Human Resources Department: 314-968-6961 or humanresources@webster.edu


Vision Care

Eligibility Requirements

Full-Time Staff and their eligible Dependents:
The first of the month coinciding with or following the date of full-time hire.

Full-Time Faculty/Administrators and their eligible Dependents:
First day of full-time employment

Vision Service Plan Signature Premier

Provides ophthalmic care and discounts on eye wear and other materials. Employees can make an appointment with a provider selected from a list available on the VSP web site. The provider coordinates benefits and payment with the Vision Service's administrative offices.

Employees are required to pay a fixed fee for examinations and eye care materials. Employees seeking services from non-member doctors will be required to pay the provider in full at the time of visit and then submit a claim form with a receipt for reimbursement. When visiting non- member doctors benefits may be reduced. Webster University and employee share the premium cost. 

VSP Customer Service Line: 1-800-877-7195
Vision Service Web Site: http://www.vsp.com
Human Resources Department: -314-968-6961 or humanresources@webster.edu


Basic Life and Accidental Death and Dismemberment (AD&D) Insurance

Eligibility Requirements

Full-Time Staff:
The first of the month coinciding with or following full-time date of hire.

Full-Time Faculty/Administrators:
First day of full-time employment

The Hartford

Basic life and AD&D insurance benefits are offered at no cost to employees.  The default level of coverage is $50,000 but employees can elect $150,000 within 31 days upon the date of eligibility.  This additional coverage is subject to taxation per the IRS regulations.  Future increases in coverage are subject to medical underwriting approval. Claims made against the plan are distributed to either the employee or a designated beneficiary upon the submittal of appropriate documentation to the life insurance company. 


Supplemental Life and AD&D Insurance

Eligibility Requirements

Full-Time Staff and their eligible Dependents:
The first of the month coinciding with or following full-time date of hire.

Full-Time Faculty/Administrators and their eligible Dependents:
First day of full-time employment

The Hartford

The University provides an opportunity to purchase a fully portable Supplemental Life and AD&D Insurance policy for you as well as your spouse and children. This is a voluntary program and is in addition to the basic life insurance provided by the University. Employees are offered a guarantee issue of coverage if they enroll within the first 31 days of eligibility.  Future enrollment is subject to medical underwriting approval. Employees pay the full cost of this coverage.

The Hartford Web site: http://www.thehartford.com
Human Resource Department: 314-968-6961 or humanresources@webster.edu


Long-Term Disability Insurance

Eligibility Requirements

Full-Time Staff:
The first of the month coinciding with or following full-time date of hire.

Full-Time Faculty/Administrators:
First day of full-time employment.

The Hartford

This type of insurance provides supplemental income in case of a long term sickness or injury. The University pays the entire cost for this benefit.

Employees are eligible for disability benefits once he/she has been determined by a physician as disabled for a period of over 90 days. Disability is described as "disabled due to sickness or injury and requires the regular supervision of a physician". Employees can expect to receive 66 2/3 percent of their basic monthly earnings but not to exceed $20,000 per month.

The Hartford Web site: http://www.thehartford.com
Human Resource Department: 314-968-6961 or humanresources@webster.edu


Short Term Disability Insurance

Eligibility Requirements

Full-Time Administrators and Staff:
The first of the month coinciding with or following full-time date of hire.

The Hartford

Webster University offers voluntary Short Term Disability income protection to full time employees. During a period of extended illness, The Hartford's Short Term Disability insurance will pay 60% (tax free) of your weekly income, which may be supplemented by using 40% of your sick or vacation time from Webster. Employees pay the cost for this coverage which is based on their age and salary. Employees pay the full cost of this coverage.


The Hartford Web site: http://www.thehartfordatwork.com
Human Resource Department: 314-246-7782 or humanresources@webster.edu



Flexible Spending Accounts

Eligibility Requirements 

Full-Time Staff except those receiving International Pay or those who have a spouse who participates in a Health Savings Account (HSA) through his/her employer:

The first of the month coinciding with or following the full-time date of hire.

Full-Time Faculty and Administrators except those receiving International Pay or those who have a spouse who participates in a Health Savings Account (HSA) through his/her employer:

First day of full-time employment

Discovery Benefits

Upon hire or at each annual enrollment for the new calendar year, employees can enroll into the flexible spending account program by electing a specific amount of pre-taxed income to be placed in either a health care and/or dependent care spending account.

When employees incur qualified medical and/or dependent care related expenses they can send in their receipts to receive reimbursement for the expenses or use the Debit Card at the point of purchase. Flexible Spending Accounts provide employees the opportunity to lower their taxable income.  Active employees have 90 days beyond the calendar year in which contributions and expenses were incurred to submit for reimbursements; any remaining balances beyond this point will be forfeited, as mandated by the Internal Revenue Service.

Discovery Benefits Customer Service Line:  1-866-451-3399
Discovery Benefits: http://www.discoverybenefits.com
Human Resource Department: 314-968-6961 or humanresources@webster.edu


Pre-Paid Legal Services

Eligibility Requirements

Full-Time Staff:
The first of the month following or coinciding with the date of full-time hire.

Faculty and Administrators:
First day of full-time employment.

Metlaw/Hyatt Legal Plans

Webster University offers a voluntary Group Legal Plan through Hyatt Legal Plans, a Metlife Company. This legal services plan provides legal representation for you, your spouse and your dependents for a wide range of personal legal matters including: court appearances, documents review and preparation, debt collection defense, wills, family matters, real estate matters, elder law matters, and personal property protection. Employees pay the full cost for this plan.

The Metlaw Web site: http://www.legalplans.com
Human Resource Department: 314-968-6961 or humanresources@webster.edu


Identity Protection & Theft Resolution

Eligibility Requirements

Full-Time Staff:
The first of the month coinciding with or following the full-time date of hire.

Full-Time Faculty and Administrators:
First day of full-time employment.

Griffin Protection Group

As Identity Theft has become more prevalent and complex to resolve, Webster University now offers a voluntary Identity Protection benefit through the Griffin Protection Group. The Griffin Protection Group offers a proactive approach to protecting your personal information. Employees pay the full cost for this coverage.

The Griffin Protection Group Web site: http://www.griffinprotectiongroup.com
Human Resource Department: 314-968-6961 or humanresources@webster.edu


Long-Term Care

Eligibility Requirements

Full-Time Staff:
The first of the month following or coinciding with the date of full-time hire.

Full-Time Faculty and Administrators:
First day of full-time employment.

Unum

Webster University provides an option for employees, their spouses and parents to secure a monthly benefit should the need arise for extended care in a Long Term Facility or even in the home.  The employee and spouse are allowed a guarantee issue upon hire but thereafter must go through medical underwriting.  The employee pays the full cost.

Unum Customer Service Line:  1-866-679-3054
Unum Web site:  https://services.unum.com
Human Resources Department:  314-968-6961, humanresources@webster.edu


Retirement Plan (Defined Contribution Plan)

Eligibility Requirements

Full-Time Faculty, Administrators, and Staff:
The first full pay cycle following or coinciding with the full-time date of hire.

Part-Time Staff Budgeted to Work 1000 or More Hours per Year:
The first full pay cycle coinciding with or following the part-time date of hire.

Teachers Insurance and Annuity Association and the College Retirement Equities Fund (TIAA-CREF)

Webster University offers an exceptional retirement program to employees. The annuity program provides a variety of investment options to choose from. Employees can join the program immediately.  To join , employees contribute a tax-deferred portion of their salary to the retirement program.  Then, in accordance with the University match activation schedule (below), the University will match a designated percentage according to the matching percentages schedule. Employees who participate in this plan are immediately vested.

University Match Activation Schedule:

Full-Time Faculty, Administrators and Staff:

The first full pay cycle coinciding with or following one year of continuous full-time service or the first full pay cycle coinciding with or following full-time date of hire for those previously employed full-time at an institution of higher education at least one year immediately prior to coming to Webster.

Part-Time Staff:

The first full pay cycle coinciding with or following one year of continuous part-time service of 1000 or more budgeted hours.

Matching Percentages
Employee Contribution University Match
1 percent 2 percent
2 percent 4 percent
3 percent 5.5 percent
4 percent 6.5 percent
5 percent  8 percent
6 percent  9.5 percent

 


Employees may also participate in the Tax Deferred Annuity Plan available through TIAA-CREF to set aside additional, tax-deferred retirement funds or to set aside tax-deferred retirement funds in excess of the 6% allowed under the Defined Contribution Plan. The University does not contribute to the Tax Deferred Annuity Plan. Employees who participate in this plan are immediately vested. To receive further information regarding the University's retirement program employees can contact:

TIAA-CREF Web Site: www.tiaa-cref.org

TIAA-CREF Customer Service Line: 1-800-842-2776

Human Resources Department: 314-246-7780,  humanresources@webster.edu


Retirement Benefits

Webster University offers its retired employees the following benefits and services:

Continuation of Medical Insurance - See early retirement program.

Continuation of Life Insurance - At the time of retirement, full-time employees who are covered by the University's life insurance program with 15 years of service are eligible to remain in the life insurance program until age 70 at the retiree's own expense. Coverage is basic life insurance and will include Accidental Death and Dismemberment.

Tuition Remission - The retiree, children, and spouse of an employee who retires, if at least 10 years of full-time employment, shall continue to be eligible for tuition remission. This applies only for the children and spouse at the time the employee retires. University Center Privileges - Retired employees are eligible to use the University fitness center at no charge. This includes the use of the swimming pool, the gym, and fitness equipment. Retirees can contact the University Center for ID Cards and further information regarding hours and services.

Library Privileges - Retires will continue to be eligible for staff library privileges. Retirees are required to provide proper University identification in order to borrow books and to utilize other staff privileges.

University Activities and Special Events - Retirees are invited and welcomed to attend University activities and special events. Retirees will receive notification from the University of current events and activities.

Conservatory Tickets - Tickets to the conservatory are available to retirees at no cost. As with any conservatory event, free tickets are provided on a first come first serve basis.

If you require further information regarding eligible benefits and services contact the Human Resources Department at 314-246-7580.


Employee Assistance

Eligibility Requirements

Full-Time Staff:

The first of the month coinciding with or following the full-time date of hire.

Full-Time Faculty and Administrators:

First day of full-time employment

The Hartford

The Hartford's Ability Assist program, offered by ComPsych2, helps you and your family cope with life, from the everyday to the unexpected.  Whether managing everyday issues such as job pressures, relationships, retirement planning, or finding child care, or faced with grief, loss, or the impact of a disability, Ability Assist is your resource for professional support. You and your family, including spouse and dependents, have access to Ability Assist at no additional cost to you as long as your employer offers a covered product from The Hartford.

Professionals are available 24/7 and 365 days a year.  Referrals may be made to appropriate professionals for up to 3 in-person visits at no cost to the employee. The Hartford Customer Service Line:  1-800-964-3577

The Hartford Web site: http://www.thehartfordatwork.com
Human Resource Department: 314-246-7782 or humanresources@webster.edu


Tuition Remission

Webster University offers undergraduate or graduate tuition remission for full-time employees of Webster University, including faculty and administration, for classes at Webster University. All employees must have the approval of their supervisor before enrolling in classes. All tuition remission is contingent upon acceptance of the employee into Webster University.

Time spent in class cannot be considered as compensated time, nor are employees permitted to take classes during their standard workday.

Webster offers undergraduate or graduate tuition remission for the spouse domestic partner and children of a full- time employee of Webster University who has been employed full-time by the University for at least one year and has either a contract or agreement to continue in the employ of Webster University. The age or marital status of the child does not affect this policy. (Enrollment in Webster University courses is subject to space availability).

There is no limit to the number of credit hours an employee, a spouse, and/or domestic partner their children can take.

An employee who has been employed full-time by Webster University for at least one year may, in lieu of child and/or spouse or domestic partner benefits, be granted full tuition remission for one degree to whomever he or she may designate, regardless of relationship. The employee may not use this benefit to support a currently or previously enrolled student and the employee who uses this benefit for a person other than spouse or child forfeits the possibility of using either child, spouse or domestic partner benefits at a later date. (This benefit is limited to designee and enrollment in Webster University courses is subject to space availability.)

The Tuition Remission Policy is applicable only during the time the employee remains with the University. If however, the employee is totally disabled, retires, or dies while employed by the University, any tuition remission arrangement in effect in lieu of child or spouse benefits will continue until the individual has completed work for the degree(s) he or she is seeking. Moreover, the children and spouse or domestic partner of an employee who becomes totally disabled, retires or dies while employed shall continue to be eligible for tuition remission. This applies only to the children and spouse or domestic partner at the time the employee becomes totally disabled, retires or dies. The University policy on tuition remission applies to tuition only and does not include special fees or room and board.

Since employees at extended sites do not have the opportunity to participate in the tuition remission program for all or portions of the undergraduate studies or the doctoral studies, the University will reimburse them for tuition, up to a cap of $1,000 per fiscal year. Contact the Human Resource Department for the procedure to follow. 

Adjunct Tuition Remission

Adjunct faculty, after completing teaching 36 credit hours or 4 years with Webster, are eligible for up to 6 credit hours of tuition remission per academic year (June 1 - May 31) for any academic year in which they teach.  This does not apply to the doctoral program.  There is no benefit for spouse or children of adjunct faculty.


Tuition Exchange Policy

Purpose

To provide employees, their spouses, and dependent children with an opportunity to receive tuition scholarships at institutions other than Webster University.

Policy

Webster University participates in two separate tuition exchange programs:

  1. The Tuition Exchange, Inc. ("TE") and
  2. The Council of Independent Colleges Tuition Exchange Program ("CIC")

Eligibility

Full-time faculty, staff who are regularly scheduled to work at least 30 hours per week, their legal spouses, and their dependent children are eligible to participate in the Tuition Exchange Policy. Tuition exchange scholarship awards are individually governed by the guidelines of each importing/host institution.

Dependent child, for purposes of this policy, is defined as the employee's natural or adopted child or stepchild, up to 25 years of age, over half of whose support was received from the employee, the employee's legal spouse, or the employee's domestic partner. A child of a divorced full-time employee will be considered to be a dependent child of both of the parents if the parents jointly provide more than half of the child's support

To be eligible for a TE scholarship award, the employee must have been employed by Webster University for a minimum of five years as of August 1 immediately prior to the academic year for which benefits are being sought.

To be eligible for a CIC scholarship award, the employee must have been employed by Webster University for a minimum of three years as of August 1 immediately prior to the academic year for which benefits are being sought.

Only one new TE scholarship certification will be awarded per family for each academic year. However, multiple members of the same family may receive CIC and/or TE scholarships and it is possible that there will be some overlap in the years they receive these scholarships.

Duration

CIC and TE scholarships are limited to a maximum of eight semesters of continuous undergraduate enrollment (or 4 semesters of graduate enrollment for some CIC schools) or until completion of the degree, whichever comes first.

Scholarships and Selection

CIC Scholarships
CIC scholarships may be awarded for full and part-time undergraduate and graduate programs. CIC host institutions determine whether part-time, graduate, and study abroad students are eligible. Eligibility for graduate program benefits is limited to the employee and spouse. A list of CIC participating institutions and their eligibility guidelines can be found at http://www.cic.edu. Questions should be directed to the Liaison Officer at each participating institution.

The University agrees to accept a minimum of 3 incoming CIC scholarship students each year. There is no limit to the number of CIC scholarships that can be awarded for attendance at other schools. Selection of CIC scholarship recipients is done by the host (importing) school. Awards are made on a competitive basis and are not automatic. Because the scholarship awards are not guaranteed, applicants are encouraged to apply to more than one CIC institution.

The CIC scholarships cover full tuition. Scholarship recipients are responsible for all other expenses such as room and board, books, fees, etc.

TE Scholarships

TE scholarships are awarded only to dependent children, as defined in this policy, and only for full-time undergraduate studies. A list of TE participating institutions can be found at http://www.tuitionexchange.org. Consult the Tuition Exchange Liaison Officer at the exchange institutions where the student may enroll to ascertain the institution's specific TE policies and procedures.

A random drawing will be used by Webster University to select potential TE scholarship recipients. Final award of the TE scholarships is made by the host/importing institution.

The University is required to maintain a balance between the number of TE scholarships awarded and the number of incoming TE scholarship participants we accept. Thus, the number of available TE scholarships may vary from year to year. Applicants are encouraged to apply to more than one TE institution.

TE scholarships may cover full tuition or an optional set amount for schools with tuition higher than this amount. The optional set amount changes from year to year and can be found on the TE website. You should check with the TE Liaison Officer at the importing school to determine the amount of award for scholarships at that school. Scholarship recipients are responsible for all other expenses such as room and board, books, fees, etc.

Admissions and Scholarship Applications

Each fall Webster University will solicit applications for new CIC and TE scholarships to be awarded for the following academic year. Completed applications must be received in the Human Resources Department by November 20 of each year. All CIC and TE applicants must also go through the regular admissions and financial aid procedures of the host institution. Admission is determined by the host institution. Participation in CIC or TE in no way guarantees admission nor does admission to the participating school guarantee a scholarship.

Webster University reserves the right to limit use of either CIC or TE scholarships in order to maintain the required ratios for participation in the TE program. If a student wishes to attend a host institution that participates in both CIC and TE, the University may require the student to use the exchange program that results in the best possible impact on the import/export ratios required of the University.

Renewal

Students must apply for renewal of CIC and TE benefits each year. Renewal eligibility for the CIC and TE scholarship requires annual re-certification of eligibility by the University's Human Resources Department, satisfactory academic standing, and compliance with CIC and TE renewal requirements at the awarding exchange institution.

Change In or Termination of Employment

A change in the status of employment (i.e., full-time to part-time) or termination of employment will result in continuation of the scholarship through the end of the academic term in which the event occurs. In the event of the death or permanent disability of the employee, the scholarship may continue until the student has completed eight continuous semesters of course work (four semesters for graduate studies) or he or she is awarded the degree being sought, whichever occurs first.

Compliance

Webster University is committed to complying with all CIC and TE guidelines and regulations and reserves the right to change this policy at any time in order to so comply.

Appeals

If an employee believes extenuating circumstances prevail regarding this Policy, he or she may submit a written appeal to the Tuition Appeals Committee, composed of the Vice President for Finance and Administration and the Vice President for Academic Affairs. The situation will be reviewed and a recommendation will be made to the Director for Human Resources who will notify the employee of the final decision.

Taxation of Benefits

This Policy is not intended to imply or state the taxable status of benefits covered by the Policy. Benefits under this Policy are taxable to the employee only to the extent directed by the Internal Revenue Code which may be amended from time to time.

Administration

The Tuition Exchange Program is administered by the Human Resources Department and information may be obtained in that office. Employees should contact the Human Resources Department approximately 12 months in advance of the student's anticipated matriculation date in order to meet all application deadlines.


Degree Bonus

Full-time non-academic staff who attain college degrees will be awarded a cash bonus of $1,000 for the attainment of a bachelor's degree, $1,500 for a master's degree and $2,000 for a doctorate degree.

The cash bonus will be awarded in the fiscal year following the attainment of the degree. Therefore, employees would notify their supervisor of eligibility before the beginning of a new fiscal year. For further information contact the Human Resources Department for the procedure.

Human Resources Department: 314-246-7580

E-Mail Address: caseycl@webster.edu


Sick Days

All full-time employees with 1-4 years of service are awarded 10 days of absence with pay in accordance with their standard schedule during a calendar year, after they have completed 60 days of full-time equivalent employment. Those employed after July will receive a pro-rated amount. After 4 years of service, employees are awarded 15 days of absence with pay annually. Sick days are awarded in January each year and are cumulative from year to year.

 Employees may use sick time due to their illness or injury or an illness or injury in their immediate family (children, spouse/domestic partner, parents or siblings) and for medical appointments treating their or their immediate family’s illness or injury.

 Salaried (exempt) employees are expected to access their own sick days in whole day increments; any absence during a day worked will not reduce their sick day balance.  An employee must notify his or her supervisor as soon as possible or within an hour of normal starting time during the first day of absence from work.

Medical certification is not required for 3 days absence or less. However, for longer periods of absence or for excessive absenteeism, the employee may be required to submit a medical certificate. For absences of more than 5 consecutive business days, eligible employees must apply for a Family Medical Leave of Absence (see FMLA and Leaves of Absence policy).

 Sick days are a fringe benefit and will not be paid to an employee at year's end or on resignation or termination. A terminating employee is not eligible to receive sick pay on his or her scheduled last day.


Vacation

Full-time employees (except those who work only during the academic year) are eligible to earn vacation hours. Paid vacation is accrued at the end of each pay period corresponding to the employee’s position, length of service and the employee’s budgeted status and regular work schedule according to the schedule below.* Once an employee has passed the 60 day full-time equivalent employment waiting period, any time accrued will be available for requesting time off. Additionally, January 1 becomes the employee's anniversary date in subsequent years, for purposes of vacation time accrual.

 Available vacation is limited to a maximum of 25 days at any point in time, according to an employee’s standard schedule. Once the maximum is reached, no additional time is earned until the balance is reduced. Employees are strongly encouraged to proactively work with their supervisor to schedule at least half of their earned vacation time off each calendar year. Employees who have passed the 60 day full-time equivalent employment waiting period may overdraft available vacation up to 10 days at any given time. When a paid holiday falls during the vacation period, that day is not counted as a vacation day.

 Vacations are to be taken at the time approved by the supervisor. Employees are expected to request vacation in advance through the automated time and attendance system. If time is not requested in advance through the automated time and attendance system, it is still expected that the supervisor approves time off in advance and that the time be recorded in the period in which it is taken and subsequently approved along with the overall time submission for the period. Hourly (non-exempt) employees can take time in quarter-hour increments up to their normal schedule. Salaried (exempt) employees must take time off in full-day increments.

Employees who resign or are terminated from their jobs who have earned, unused vacation time will receive the appropriate payments for time earned through date of termination. Similarly, vacation days borrowed but not earned will be deducted from the final paycheck.  An employee who is terminating may not schedule a vacation day on his or her termination date. New hires or newly eligible employees who have not yet completed the initial training period are not eligible for vacation pay upon termination. In the event of death, earned vacation pay will be paid to the employee's estate.

Years of Full-Time Service Vacation Days
 1–3 Years 12 working days
4–9 years 15 working days
10–14 years 20 working days
15–19 years 22 working days
20+ years 25 working days*
Assoc. VP and above 20 working days


*Staff who currently earn at a rate higher than 25 days are grandfathered at this rate of accrual, but will not earn additional days.

** Associate VP and above have immediate access to vacation time earned


Personal Day

Full-time employees (except those who work only during the academic year) are eligible to earn personal day hours. After an employee has been employed by the University for 60 days based on full-time equivalent employment, he or she is entitled to 1 personal day off during the calendar year, to be taken on a day approved by the supervisor. An employee who is terminating may not schedule a personal day on his or her termination date. Personal days cannot be carried over to the next year. Employees hired or eligible after September will start receiving a personal day the following calendar year.


Early Retirement Program and Long-Term Employees Reducing to Half Time

General

The following benefits are available to employees who retire with at least 10 years of full-time service with the University and who are at least 55 years old at the time of retirement:

  • Tuition remission for courses taken at Webster University
  • Continued free access to all University recreational facilities
  • Continued access to the Conservatory and Music Department performances in addition to all departmental activities, lectures and presentations at the University
  • Full service use of the University libraries

Early Retirement Insurance Benefits

Retirees who are at least 55 with at least 5 years of full-time employment will be eligible for 18 months of COBRA coverage for medical, dental, and vision insurance at the retiree’s cost.

Retirees who are at least 55 years old and who have 15-19 years of full-time service with the University will be allowed to continue group medical, dental and vision insurance until eligible for Medicare. For those retiring by May 31, 2014, the retiree will pay 50 percent of the cost for individual coverage and the additional cost for any dependent coverage. Effective June 1, 2014, the retiree will pay 100% of the cost for individual coverage as well as any additional cost for dependent coverage.  The retiree may also continue life insurance at the retiree’s cost until age 70. Upon reaching Medicare eligibility, the retiree may purchase a Medicare supplement plan through the University which provides medical and prescription benefits above basic Medicare coverage. The retiree pays the full cost of this plan.

Retirees who are at least 55 years old with 20 or more years of full-time service with the University will be allowed to continue group medical, dental and vision insurance until eligible for Medicare. For those retiring by May 31, 2014, the retiree will pay the same cost as active employees for individual coverage under these plans and will pay the additional cost for any dependent coverage. Effective June 1, 2014, the retiree will pay 100% of the cost for individual coverage as well as any additional cost for dependent coverage.  The retiree may also continue life insurance at the retiree’s cost until age 70. Upon reaching Medicare eligibility, the retiree may purchase a Medicare supplement plan through the University which provides medical and prescription benefits above basic Medicare coverage.  The retiree pays the full cost of this plan.

Long Term Employees Reducing to Half Time

An employee may reduce work hours to half time and retain medical, dental, vision, life, disability, retirement and tuition remission benefits under the following conditions:

  • The employee must have been full-time, reducing to half-time.
  • The employee must be at least 55 years of age.
  • The employee must have at least 20 years of full-time employment with the University
  • The employee can reduce to half time only with the written approval of his or her supervisor and vice president.
  • The half-time appointment is limited to one year in duration.
  • The employee may not return to full-time employment with the University.
  • This class of employees will not receive paid holidays, paid vacation or paid sick leave.

Travel Insurance

Employees who travel for the purpose of Webster interests are protected by travel insurance in case of accidental death or dismemberment. Employees interested in further information can contact the Human Resources department by phone or e-mail.

Human Resources News