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 specific information regarding each program.
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.
Health Care
Eligibility Requirements
Full-Time Staff and their Dependents:
The first of the month following the date of hire.
Full-Time Faculty/Administrators and their Dependents:
First day of employment
Point of Service (POS) or Preferred Provider Organization (PPO)
This type of health care plan allows employees and their covered dependents to choose their own health care practitioners within or outside Aetna'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.
Employees are required to pay an annual deductible, some co-pays at the point of service and coinsurance of 10% in-network and 30% of reasonable and customary charges out-of-network.
Company: Aetna
Plan names:
Under "Aetna Open Access® Plans," select "Managed Choice® POS (Open Access)"
Springfield, MO only: Under "Aetna Standard Plans" select "Open Choice® PPO"
Customer Service Line for POS/PPO: 1-888-215-8485
Web site: http://www.aetna.com
Some Webster locations also have the option of enrolling in an HMO plan. Contact the University's Benefits Coordinator at 314-968-6961 to determine if you are eligible for the HMO plan.
Health Maintenance Organization (HMO)
Under an HMO 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. There are co-pays for different services then charges are paid at 100%.
Company: Aetna
Plan Names:California only: Under "Aetna Standard Plans" select "HMO**"
All other areas: Under "Aetna Open Access® Plans" select "HMO (Open Access)"
Customer Service Line for HMO plans: 1-866-447-3368
Web site: http://www.aetna.com
Use the Aetna 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 on the Aetna Navigator. This feature helps you to become a more informed health care consumer, to access information about the status of your medical claims, and more.
Eligibility Requirements
Full-Time Staff and their Dependents:
The first of the month following the date of hire.
Full-Time Faculty/Administrators and their Dependents:
First day of employment
Vision Service Plan
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.
Vendor Customer Service Line: 1-800-877-7195
Human Resource Department: -314-968-6961
E-Mail Address: paulaeschmann91@webster.edu
Vision Service Web Site: http://www.vsp.com
Webster University full-time employees who have met the eligibility requirements may select Delta Dental Premier Indemnity.
This plan allows participants to visit any dentist with Preventative Care being paid at 100 percent, Basic-80 percent and Major-60 percent of reasonable and customary charges. This plan includes a deductible for individual and family coverage.
Eligibility Requirements
Full-Time Staff and their Dependents:
The first of the month following the date of hire.
Full-Time Faculty/Adminstrators and their Dependents:
First day of employment
For further information regarding the dental care plan, employees may contact the Human Resources department or the designated customer service number below.
Vendor Customer Service Line:
Delta Dental: 1-800-392-1167
http://www.deltadentalmo.com
Human Resource Department: 314-968-6961
E-Mail Address: paulaeschmann91@webster.edu
Eligibility Requirements
Full-Time Staff:
The first of the month following the date of hire.
Faculty and Administrators:
First day of employment
Life and AD&D insurance benefits become available to all full-time employees after the first of the month following the date of hire. Employees are eligible for $50,000 or $150,000 life and A&D benefits. Enrollment for such benefits must be within 31 days upon the date of eligibility.
The University pays the full premium costs for this insurance coverage. If an employee dies while insured, life insurance benefits are distributed to a designated beneficiary upon the submittal of appropriate documentation to the life insurance company. For further information regarding this benefit please contact the Human Resource department at the designated phone number or e-mail address identified below.
Human Resource Department: 314-968-6961 or paulaeschmann91@webster.edu
The Hartford Web site: http://www.thehartford.com
Long-Term Disability Insurance
Eligibility Requirements
Full-Time Staff:
The first of the month following the date of hire.
Faculty and Administrators:
First day of employment
All full time employees who have met the eligibility requirements are covered by Long-Term Disability Insurance. The University pays the entire cost for this benefit. This type of insurance provides supplemental income in case of a long term sickness or injury.
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 $10,000 per month.
For further information regarding this benefit please contact the Human Resources Department at the designated phone number or e-mail address identified below. In addition, a customer service phone number has been included for your convenience to directly contact the insurance vendor.
Human Resource Department: 314-968-7780
The Hartford Web site: http://www.thehartford.com
Once a year employees can elect to enroll into the flexible spending account program in which a person can elect that a specific amount of pre-taxed income can be set aside to be placed in either a health care and/or dependent care spending account.
When employees incur medical and/or dependent care related expenses they can send in their receipts to receive reimbursement for the expenses or use the "Benny Card" at the point of purchase. Flexible Spending Accounts provide employees the opportunity to lower their taxable income. Here's how it works:
Example 1: John Doe, Single with dependents
|
No Pre-tax |
Pre-tax |
||
| $1,000 | Gross salary | $1,000 | Gross salary |
| -$250 | Medical premium deduction | -$250 | Medical premium deduction |
| -$62 | FICA | $750 | Taxable income |
| -$14.60 | Medicare | -$46.50 | FICA |
| -$137.61 | Federal taxes | -$10.88 | Medicare |
| -$34 | Missouri taxes | -$97.36 | Federal taxes |
| $501.89 | Take-home pay | -$21 | Missouri taxes |
| $574.26 | Take-home pay | ||
Example 2: Jane Doe, Married with dependents
|
No Pre-tax |
Pre-tax |
||
| $1,000 | Gross salary | $1,000 | Gross salary |
| -$250 | Medical premium deduction | -$250 | Medical premium deduction |
| -$62 | FICA | $750 | Taxable income |
| -$14.50 | Medicare | -$46.50 | FICA |
| -$112.93 | Federal taxes | -$10.88 | Medicare |
| -$37 | Missouri taxes | -$97.36 | Federal taxes |
| $523.57 | Take-home pay | -$21 | Missouri taxes |
| $574.26 | Take-home pay | ||
*To be reimbursed for all monies set aside in pre-taxed flexible spending accounts employees must use their "Benny Card" or submit receipts covering all account balances; otherwise, remaining balances will be forfeited. This is mandated by the Internal Revenue Service.
Call Human Resources for Eligibility Dates at 314-968-6961.
Webster University offers an exceptional retirement program to employees who have completed one year of continuous full-time service or have been previously employed at an institution of higher education at least one year immediately prior to coming to Webster.
The retirement program is managed through the Teachers Insurance and Annuity Association and the College Retirement Equities Fund. The annuity program provides a variety of investment options to choose from. To join the program, employees contribute a portion of their salary to the retirement program and the University will match a designated percentage. Employees who participate in this plan are immediately vested.
| 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 |
To receive further information regarding the University's retirement program employees can contact:
Vendor Customer Service Line: 1-800-842-2776
Human Resources Department: 314-246-7780
E-Mail Address: blumenfr@webster.edu
TIAA-CREF Web Site: www.tiaa-cref.org
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 5 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 children and spouse of an employee who retires 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.
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.
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:
- The Tuition Exchange, Inc. ("TE") and
- 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. Eligibiity 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 October 15 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.
Flex-time is not a right or entitlement and will be available to departments under the following conditions:
- Each department must have full staffing during the normal workday and work week of the University
- The appropriate supervisor and senior administrator must approve each request for flex time.
- In order to approve flex-time requests, supervisors and senior administrators must determine that the flex-time requested will not negatively impact the service provided to students, faculty, and staff.
For further clarification regarding the University's flex-time policy contact the Human Resource department at:
Human Resources Department: 314-968-6960
E-Mail Address: schmutz@webster.edu
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: 314-968-7142
E-Mail Address: paulaeschmann91@webster.edu
All full-time employees are allowed 10 days of absence with pay due to illness during a calendar year, after they have completed the 60-day probationary/training period. After 4 years of service, employees are allowed 15 days of absence due to illness, with pay, during a calendar year.
An employee must notify his or her supervisor 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, the employee must submit a medical certificate.
Sick days are cumulative from year to year.
Sick days are a fringe benefit available for illness only and will not be paid to an employee at year's end or on termination.
Each month of the calendar year the employee earns vacation at 1/12 of the applicable working days designated in the table below. Once an employee has passed a 6-month waiting period, January 1 becomes the employee's anniversary date in subsequent years, for purposes of computing vacation time.
A full-time employee who is actively employed on January 1 of any given year, and has completed the six month waiting period, is entitled to vacation time during that calendar year according to the schedule below.
Vacation days may be taken before earned within a calendar year, but if termination occurs during the year, any days borrowed will be deducted from the final paycheck.
Vacation time for hourly employees is pro-rated based on the employees regular work schedule.
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 agreed upon by the supervisor and employee. An employee may carry over a maximum of two weeks vacation to the following calendar year.
Persons terminated from their jobs who have accrued vacation time will receive the appropriate payments earned through date of termination. Similarly, vacation days borrowed but not earned will be deducted. In the event of death, accrued vacation pay will be paid to the employee's estate.
| Years of Full-Time Service | Vacation Days |
| Less than 5 years | 10 working days |
| 5-7 years | 12 working days |
| 8-11 years | 15 working days |
| 12-15 years | 20 working days |
| 16-19 years | 22 working days |
| 20-24 years | 25 working days |
| 25 years or more | 25 working days plus 2 days for every 5 years of full-time service after 20 years |
After an employee has been employed by the University for 6 months full-time, he or she is entitled to 1 personal day off during the calendar year, to be taken on a day mutually agreeable with the employee and the supervisor. Personal days cannot be carried over to the next 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. The retiree may also continue life insurance, at the retiree’s cost, until age 70.
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. The retiree will pay 50 percent of the cost for individual coverage and the additional cost for any 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.
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. 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. 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.
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.
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.
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