Webster University is an equal opportunity/affirmative action employer. Women and minorities are encouraged to apply.
Americans with Disabilities Act (ADA)
In compliance with the Americans With Disabilities Act, the University will not discriminate in their employment practices against any qualified individuals with disabilities on the basis of their disabilities and will make reasonable accommodations as needed.
Access to University Information
All employees will have access to various types of confidential information regarding students, staff, faculty, and the University. It is expected that all employees will protect that confidentiality.
All employees are required to have a Webster University identification card. Cards are issued at the University Center when a new employee starts work. The cards are to be presented to the Public Safety Guard upon request. Employees are responsible for updating cards annually at the Human Resources Office. The identification card may also be used as a library card for the Eden-Webster Library.
Grievance Policy and Procedures
It is generally recognized that in any human group, occasional disagreements will occur. In an ideal world, those disagreements and misunderstandings would be resolved through effective, two-way communication techniques. However, effective, two-way communication is not always possible in a time of conflict. Therefore, the University offers a grievance structure to assist in resolving disputes and insure a fair and equitable treatment of all employees. View the University's Grievance Policy and Procedures here.
All full-time employees of Webster University are expected to work 37½ hours per week. Physical plant and public safety employees work 40 hours per week. The administration of the University sets those operating hours which are best suited for serving the needs of the public. These may vary from time to time.
The standard work day will begin at 8 a.m. for physical plant and public safety employees. The standard work day for all other staff is 8:30 a.m. to 4:30 p.m. but may vary to accommodate the needs.
Employees are required to be at work during their scheduled working hours. An employee who is absent without advance approval must report the reason for his or her absence as soon as possible on the first day of absence.
An employee who is absent without permission may: a) if temporary, part-time, or probationary, be terminated immediately; b) be removed from the payroll during the absence.
An employee who is absent without permission and without an explanation for a period of three (3) days may be considered to have resigned his or her position. Such resignation shall be effective on the date of the commencement of such unauthorized absence.
The first 60 days of a person's full-time employment at Webster are a probationary or training period. During this period an employee's abilities and work performance are evaluated by the supervisor. If for any reason, on or before the end of this 60-day period, it is determined that an employee is not suited for the job for which he or she was hired, or if the employee decides it is not the position he or she wants, the employment can be terminated at that time.
Full-Time and Reduced-Time Employee Definitions
A full-time employee is normally one who works 37½ hours per week. A reduced-time employee works at least 30 but less than 37½ hours per week. For the purpose of determining eligibility for and computing of employee benefits, an employee who is authorized, through payroll documentation, to work 30 hours or more per week is considered a full-time employee.
Part-Time and Temporary Employee Definitions
A part-time employee is one who is authorized, through payroll documentation, to work fewer than 30 hours per week. A temporary employee is one who is not expected to become a permanent employee but is authorized to work for a specific time period.
Part-time and temporary employees are not eligible for employee benefits except Social Security, Workers' Compensation Insurance and jury duty pay. Part-time employees are eligible to participate in the tax-deferred annuity plan, but will not receive the University match, unless they are budgeted to work at least 1,000 hours per year.
Part-Time or Temporary Employees Who Become Full-Time
If an employee who has worked part- time at least 60 days becomes full-time, he or she is considered to have completed the standard probationary or training period for the purpose of determining fringe benefits. However, he or she must work six months before he or she is eligible for vacation and personal time.
Employees Leaving Webster and Returning to Full-Time Employment
If a full-time employee who was employed at the University for a minimum of 60 days returns to work full time at Webster after having resigned, he or she is eligible for fringe benefits at the first of the month following the re-hire date, subject to enrollment requirements of outside insuring agencies. Previous full-time years of service will be recognized to determine vacation benefits.
An employee is expected to give two weeks written notice to their supervisor prior to resigning from the University.
To guarantee that all employees are treated fairly, the University has a formal process to follow when it is necessary to terminate an employee. However, the University reserves the right to terminate employment immediately, in which case, two weeks pay will be provided. Please contact the Human Resources Office for additional information.
University policy permits an employee time off, if necessary, to attend to personal matters. Request for time off for this purpose shall be made to an employee's supervisor. Such excused time may be made up provided such hours are worked in the same work week in which the employee takes time off, and provided that in the opinion of the supervisor, such overtime can be worked advantageously to the University.
Inability to make up the time off in the same week will result in applying the personal time off against accrued vacation time, or as time without pay. If accrued vacation is not available, no payment will be made for such time off.
In the event of the death of a member of an employee's immediate family, the employee is allowed a leave of absence, with pay, immediately following the death (if they have completed their 60 days probationary/training period) as follows:
- 5 days for spouse/domestic partner, child, step-child, child of domestic partner, parent, step-parent, brother, step-brother, sister, step-sister, grandchild, step-grandchild,grandchild of domestic partner, son-in-law, or daughter-in-law;
- 3 days for mother-in-law, father-in-law, parent of domestic partner, brother-in-law, sister-in-law, spouse of step-sibling, brother/sister of domestic partner, spouse of brother/sister of domestic partner, grandparent, or legal guardian of the employee.
The University views jury duty as a civic responsibility. Regular pay will be given for time while serving on jury duty. A certificate of service is routinely provided by the court and will serve as proof of duty.
Closure Due to Weather and Other Causes
When circumstances warrant and/or at the discretion of the Administration, the University may be closed due to bad weather or other reasons such as a government holiday which causes closing of a military base. If possible, bad weather closings will be announced on local radio and television stations.
In case of snow, the term "snow schedule" means employees should report to work at 10 a.m. Closure pay is based upon the employee's authorized working day (see "Working Hours"). Employees will receive their regular pay during periods when the University is officially closed.
Employees who are on sick leave or vacation at a time when the University is closed will not get extra time off. Employees specifically instructed by supervisors to work on a closure day will receive closure pay plus regular pay for hours worked.
Family and Medical Leave Act (FMLA) and Leaves of Absence
In compliance with the Family and Medical Leave Act (FMLA) of 1993, the University grants all eligible employees 12 unpaid weeks of leave during any 12-month period due to the birth, adoption or placement of his/her child, the serious health condition of a spouse, son, daughter or parent of the employee or a serious health condition of the employee.
During the 12 weeks of FMLA, the University will continue payment of benefits for the employee. The leave may be extended without pay to a total of six months for good and sufficient reason. The University will require the employee to use accrued vacation or personal time for the birth, adoption or placement of a child as part of the 12 weeks. The employee may also choose to use any accrued sick time. The employee will be required to use accrued vacation, personal and sick time for a serious health condition of the employee or of a family member.
Application for a leave must be made in writing to an employee's supervisor and the appropriate forms are available in the Human Resources Office. All leaves of absence will be made for a designated period of time. Maximum leave of absence will be six months. If a leave of absence is granted for medical reasons, a physician's statement as to the fitness of the employee for performance of his or her duties may be requested prior to his or her return to duty. All pay and employee benefits cease during any leave of absence except during a Family and Medical Leave ;however, employees may make special arrangements to continue the various insurance and retirement programs in which they are enrolled during the period of the leave. The cost of these programs must be borne by the employee.
Vacation credit earned during the current year is decreased in proportion to the amount of leave, though an employee does not lose seniority for purpose of computing vacation time upon his or her return. If an employee is granted a leave of absence and during the designated period of the leave elects not to return to work: 1) the University is no longer obligated to this leave policy, 2) any future application for employment will be considered as any other new application, 3) the University has no obligation to rehire the employee at previous status and/or rate of pay, 4) the employee must comply with FMLA guidelines regarding repayment of benefit premiums.
Webster University will not tolerate sexual harassment. Complaints of sexual harassment using established grievance procedures will be addressed promptly. Justice requires that the rights and concerns of both complainant and respondent be fully assured. A copy of the Sexual Harassment policy may be obtained from the Human Resources Office.
Webster University provides a drug-free workplace and operates within the guideline set forth in the Anti-Drug Abuse Act of 1988. Information about these guidelines may be obtained from the Human Resources Office.
Effective August 15, 1992, all campus buildings are smoke-free. This applies to private offices as well as common areas. Smoking is permitted only outside the University buildings.
Employees are expected to take proper steps to protect University property from theft and damage by locking offices and other work areas when there is no one present, and by taking care of supplies and equipment. If theft or damage does occur, employees are expected to report it to their supervisor and to the Public Safety Office.
An employee who suffers any injury on the job must report it at once to his or her supervisor. Within 24 hours, Health Services, Public Safety, or Human Resources must be notified and an accident report form completed. If the injury is certified by the doctor as constituting a Workers' Compensation case, the employee must fill out designated forms in order to be paid benefits under the Workers Compensation Law.
The payroll office maintains records for all University personnel and handles matters pertaining to an employee's paycheck. Earnings and deduction records are maintained for University employees, including vacation, sick pay, personal pay, and other records of employee compensation.
The Payroll Department and The Human Resources Office should be notified promptly of changes in name, address or telephone number, beneficiary or dependents listed in employee's insurance policies, and persons to notify in case of emergency and/or accident. Employees can contact the Payroll department at 314-968-7408.
Federal Fair Labor Standards Act
The Fair Labor Standards Act, referred to as the Federal Wage and Hour Law, applies to Webster University. This law governs minimum wages, overtime payments, payroll time sheets and job classification. Time sheets are to be filled out daily by all hourly employees for each pay period. They are to be signed by the employee and the supervisor and submitted to the Payroll Office by such time as designated.
The Wage and Hour Laws were established for the protection of the employee. However, the employer is charged with the responsibility of enforcing the regulations and is subject to audit by the government and to a fine for violations. Therefore, accuracy of time sheets is required. Time records must reflect the exact time worked and the exact time off.
The Federal Wage and Hour Law prohibits employees from working extra hours in one week to be retained for compensatory time in later week. All salaried/exempt employees should complete exception reports for any vacation, personal and sick time and forward them to the Payroll Office.
All overtime work will be assigned and approved by the supervisor. Time off for holidays or bad weather is to be considered as time worked for figuring overtime pay. If an hourly employee is requested by a supervisor to work on a holiday, the employee will receive holiday pay plus his or her regular rate of pay for hours worked.
Webster University is committed to the on-going development of its staff and to providing an environment and resources to allow employees to develop and grow within the organization. Full-time and part-time staff in the U.S. are eligible to participate in the Staff Development Policy. Click here for the Staff Development Policy and the application form for participation (PDF format).
Throughout its history, Webster University has been committed to the highest standards of honesty and integrity in all its activities. This includes, among other concerns, the following:
- Avoiding conflicts of interest;
- Dealing with others honestly and in good faith;
- Preserving confidentiality; and
- Compliance with applicable laws, rules, and regulations.
To reaffirm this commitment, the University has adopted an Employee Ethics Policy that applies to all faculty and staff who are part of our global community. You can view the Employee Ethics Policy here. We ask for your commitment to these high standards set by the University.
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