We want you to join Webster, and enjoy working with us.

At Webster, our mission is to develop and manage value-added human resources policies and programs; provide expert consultation, services and solutions in an efficient and customer-focused manner; and provide our employees with the tools necessary to meet employee needs. We are committed to the fair selection and development of our diverse workforce.

We are committed to providing our employees a stable work environment with equal opportunity for learning and personal growth. We also act as a liaison between the institution and the employee to inform, motivate, educate, and train in all matters relating to employment and employee benefits. We strive to enthusiastically and professionally project a positive image of the University, thereby creating a desire to become and remain an integral part of our community.

Webster University employees can access additional human resources materials by visiting Connections 2.0.

Opportunities and Benefits

Founded in 1915 with its main campus in St. Louis, Missouri, USA, Webster University is the only Tier 1, independent nonprofit university comprised of an action-oriented global network of faculty, staff, students, and alumni, with students studying at campus locations in North America, Europe, Asia, and Africa, and in a robust learning environment online.

Webster's Health Care Plan

This link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.

TRANSPARENCY IN COVERAGE compliance information

 

Public Service Loan Forgiveness (PSLF)

Webster University employees may be eligible for forgiveness of federal loans through the Public Service Loan Forgiveness program. PSLF is a federal program designed to reduce the burden of student loan debt for people who work in public service.

DOWNLOAD THE PSLF & TEMPORARY EXPANDED PSLF (TEPSLF) CERTIFICATION/APPLICATION FORM (PDF)

 

Steps to Complete PSLF Form

  • Webster University Federal ID number: 430662529
  • Webster University is not a governmental organization (answer No to question 9)
  • Webster University is tax-exempt under Section 501(c) (3) of the Internal Revenue Code (answer Yes to question 10)

Use one of the following methods:

HR/Payroll Representative is certifying:

  1. The information in Section 3 is true, complete, and correct employment dates/status/hours.
  2. The representative is an authorized official of the organization named in Section 3.
  3. The borrower named in Section 1 is or was an employee of the organization.

Please contact the Human Resources office at humanresources@webster.edu or 314-246-7580 with any questions.

The Work Number from Equifax provides automated employment and income verifications for our Webster University employees.

The Work Number® is a fast and secure way to provide proof of your employment or income — a necessary step in many of today’s life events including obtaining credit, financing a home or automobile, obtaining a housing lease or securing government benefits or services. The Work Number simplifies the verification process and accelerates qualifying decisions through an online system available to verifiers 24 hours a day, 7 days a week.

Hundreds of thousands of credentialed verifiers rely on The Work Number for rapid access to information critical to their decision process, and thousands of employers nationwide have entrusted The Work Number to provide this important service on behalf of their employees.

  • Verify online at www.theworknumber.com
  • Call for Verification: 800-367-5690
  • Webster University Employer Code 100828
  • Inform the verifier that Webster University authorizes the Work Number to provide automated employment and income verifications on our employees.

For Commercial Verifications (mortgage lenders, pre-employment, property leasing, credit cards, etc.)

  • Please visit www.theworknumber.com and select “I’m a Verifier”
  • Provide the following:
    1. Employer Name or Code: Webster University
    2. Employer Code is 100828
    3. Employee’s Social Security Number

Please contact the Human Resources office at humanresources@webster.edu or 314-246-7580 with any questions.

#WeAreAllWebster

Celebrating Diversity, Equity & Inclusion

three people talking in classroom

At Webster University, there is a place for everyone. With efforts ranging from our Diversity, Equity & Inclusion Council to sponsored events, we are committed to inclusive excellence throughout our university. Learn more about our rich tradition of celebrating what makes us unique. 

Webster Hall

Title IX Office

Webster Hall

Webster University is committed to maintaining a safe learning and working environment that provides the campus community with the appropriate process for reporting and redressing individual reports of sexual harassment. Our Title IX office offers support, training and reporting tools to help members of our University community. We’ve outlined these resources in our policy and encourage our community to engage with our team openly.

Closings and Holidays

Winter Holiday  Dec. 24 - Dec. 31, 2021
New Year's Day Jan. 1, 2022
Martin Luther King Day Jan. 17
Memorial Day May 30
Juneteenth (observed) June 20
Independence Day  July 4
Labor Day Sept. 5
Thanksgiving Nov. 24-25
Winter Holiday 2022-2023 (New Year's Day 2023 observed) Dec. 24, 2022- Jan. 2, 2023

As necessary, some employees may be required to work on designated holidays. Those hourly (non-exempt) employees who work will be paid for their regularly scheduled hours for the holiday plus the actual hours worked on the holiday (See Federal Fair Labor Standards Act and Overtime Pay policy).

Veteran's Day is a paid holiday for military campus locations if the education center on the base is closed for that holiday.

If a recognized holiday falls on Sunday, it will be observed on Monday. A holiday occurring on Saturday is observed the preceding day (except Dec. 24). All full- and part-time employees of the University who are employed and regularly scheduled to work on any of these days will be given the day off with pay. Temporary employees do not receive holiday pay. There is no initial training period required to receive holiday pay.

When a holiday falls in a week during which an employee is on vacation, it is counted as a holiday and not as a vacation day.

The University grants employees who observe major religious holidays other than those officially recognized by the University the option of taking vacation or a personal day for the homage. Only under emergency situations will the request be denied.

Closure Due to Weather or 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 an education center on a military base. If possible, bad weather or other emergency closings will be announced on local radio and television stations, as well as Public Safety communication alerts and emergency alerts via “Webster Alerts.” All employees are required to sign up through the following link for Webster Alerts.

In case of snow, the term "snow schedule" means employees should report to work at 10 a.m. Facilities Operations and Public Safety employees required to work during approved closure due to snow will be paid time and a half their regular rate of pay in addition to regular pay resulting from the closure.

See full policy below.

Report a Policy Violation

We’ve selected Maxient to provide a simple, private, risk-free way to confidentially report activities that may involve financial misconduct or violations of our policies. Click the "Report a Violation" button for instructions and to submit a report.

Annual Security and Fire Safety Reports

Access Webster University’s current Annual Security Reports for its main campus in Webster Groves, as well as each of its domestic and international extended campuses and locations.

General Expectations, Policies and Procedures

Webster University needs to ensure that those hired in staff/administrator roles give priority to their staff position and pursue teaching opportunities outside their regular staff duties with reasonable limits that allow the University to maintain the highest quality of instruction by appropriately balancing administrative (staff/administrator) duties with additional (adjunct) instructional responsibilities.

Access the full Adjunct Teaching Policy (Staff) (PDF)

Webster University is an equal opportunity/affirmative action employer. Women and minorities are encouraged to apply.

Employees are required to be at work during their scheduled working hours. Schedules for hourly (non-exempt) employees are maintained according to the approved budgeted status on the automated time and attendance system.

Hourly (non-exempt) employees should avoid early arrival and late departures outside of the approved schedule. Salaried (exempt) employees should maintain regular hours as established by their supervisor and to meet the needs of their constituencies. The requirements of the job may dictate working beyond this core schedule.

Any change in schedule needs to be approved in advance by the employee’s supervisor. 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) be unpaid during the absence; or b) be terminated immediately upon prior approval and consultation with Human Resources if temporary, part-time, or in their initial training period.

An employee who is absent without permission and without an explanation or notice for a period of three (3) or more consecutive days may be considered to have resigned his or her position and may be terminated following review by the Chief Human Resources Officer or designee. Such termination shall be effective on the date of the commencement of such unauthorized absence.

Our Conflict of Interest policy provides ethical guidance on such matters as not accepting gifts or gratuities in excess of $100, among other important issues.

The University recognizes that its employees and Trustees perform different functions on its behalf. Consequently, due to the unique nature of some employees' job roles, employees in certain positions will be required to complete an annual conflict of interest questionnaire, which will be sent directly to them.

Access the full Conflict of Interest Policy (PDF)

Access the full Corrective Action Policy (PDF), which includes related forms.

In compliance with the ADA, the University will not discriminate in its employment practices against any qualified individuals with disabilities on the basis of their disabilities and will make reasonable accommodations where appropriate based on essential functions of the job, business necessity, and cost of the accommodation.

Access the full Disability and Accommodation Policy (PDF)

The Drug Free Schools and Communities Act Amendment of 1989 requires Webster University to certify that it has adopted and implemented a drug and alcohol abuse prevention program as a condition of receiving federal funds and financial assistance. The law further requires the annual distribution of written policies to each enrolled student. In accordance with the Drug Free Schools and Communities Act Amendment of 1989 and Webster University’s mission, this document restates the University’s commitment to maintaining an environment which is free of impairment and encourages both academic growth and personal development.

Policy Statement

This policy statement applies to all faculty, staff, and students enrolled at Webster University, including students taking classes at extended metropolitan campuses, military campuses, and academic programs located overseas.

It is the goal of Webster University to protect the public health and environment of its members by promoting an environment free of illicit drug use and alcohol abuse.

The manufacture, distribution, possession or use of illicit drugs, and the unlawful possession, use or distribution of alcohol on any Webster University campus or at any University event is prohibited.

Violation of this policy will be handled according to existing University policies and procedures governing the conduct of students, staff, and faculty.

Standards of Conduct - Illicit Drugs

The unlawful manufacture, possession, distribution, or use of illicit drugs on any Webster University campus or site by University students, employees, or their guests is prohibited.

Standards of Conduct – Alcohol

Federal legislation prohibits the unlawful possession, use, or distribution of alcohol. The laws of all states are in compliance with federal law, which prohibits persons under 21 years of age from the possession or use of alcohol. Foreign countries in which Webster University operates fully accredited programs may have laws which vary from U.S. Federal and State laws.

Students at non-U.S. campuses may contact the office of the campus director for information regarding the legal use and possession of alcohol in that country.

In St. Louis, the Dean of Students Office maintains standards governing the allowable use of alcohol on campus and at campus events. The office of the campus director maintains similar standards at each extended campus site.

Legal Sanctions

Drugs: In the United States the manufacture, possession, sale, distribution and use of illicit drugs is prohibited by city, county, state, and federal law. Sanctions range from small fines to life imprisonment, depending on the type of drug and several other factors.

In countries other than the United States, sanctions vary. Contact the campus director’s office for specific information.

Alcohol: Each state has specific statues which detail sanctions for the illegal purchase or possession of intoxicating liquor. For example, in the State of Missouri, violation of state statutes governing the use or possession of alcohol may result in fines of between $50 and $1,000 and/or imprisonment for a maximum of one year. County and municipal ordinances contain similar prohibitions and sanctions. Contact the office of the campus director for information regarding provision of applicable ordinances and statutes at your particular campus/location.

Overseas Programs: Students visiting foreign countries to attend academic programs overseas are reminded that they may be subject to arrest and legal sanctions for drug and alcohol offenses under the laws and regulations of that particular country or institution, in addition to relevant Webster University sanctions.

Health Risks

Drugs: Severe health risks, including death, are associated with the use of illicit drugs.

Alcohol: Abuse of alcohol can produce severe health risks, including death. Alcohol consumption causes a number of marked changes in behavior. Even low doses significantly impair the judgment and coordination required to drive a car safely, increasing the likelihood that the driver will be involved in an accident. Low to moderate doses of alcohol also increase the incidence of a variety of aggressive acts, including spouse and child abuse. Moderate to high doses of alcohol cause marked impairments in higher mental functions, severely altering a person’s ability to learn and remember information. Very high doses cause respiratory depression and death. If combined with other depressants of the central nervous system, much lower doses of alcohol will produce the effects just described.

Repeated use of alcohol can lead to dependence. Sudden cessation of alcohol intake is likely to produce withdrawal symptoms, including severe anxiety, tremors, hallucinations, and convulsions. Alcohol withdrawal can be life-threatening. Long-term consumption of large quantities of alcohol, particularly when combined with poor nutrition, can also lead to permanent damage to vital organs such as brain and the liver.

Mothers who drink alcohol during pregnancy may give birth to infants with fetal alcohol syndrome. These infants have irreversible physical abnormalities and mental retardation. In addition, research indicates that children of alcoholic parents are at greater risk than other youngsters of becoming alcoholics.

Available Drug or Alcohol Counseling, Treatment Or Rehabilitation Programs

At the St. Louis campus, the Counseling and Life Development department provides confidential information, counseling support, and referral services for Webster University students and employees. This department maintains resource listings of community services available in the St. Louis metropolitan area and offers a comprehensive alcohol/drug assessment and treatment program. Students may find assistance through the Counseling and Life Development department by calling 314-968-7030. The department is located at 540 Garden Avenue.

At campuses outside the St. Louis area, Webster University personnel provide information and guidance covering local services for drug and alcohol problems. All such contacts are strictly confidential.

University Disciplinary Proceedings

Different disciplinary procedures are applicable to faculty, staff, and students. Violations of the standards of conduct will be dealt with on a case-by-case basis with the imposition of discipline being appropriate to the severity of the violation. For each group comprising the University community, there are certain common sanctions that could be applied in an appropriate case.

These common sanctions include letters of reprimand, probation and severance of ties with the University, through expulsion or termination. Normally, opportunity for referral to an appropriate rehabilitation program occurs and is usually associated with a first offense. Referral for prosecution will usually occur only for the most serious violations.

Webster University's Employment at Will policy describes the relationship between you and the University.

Access the full Employment at Will Policy and Acknowledgment (PDF)

Webster University prohibits unlawful discrimination based on the basis of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic background, marital status, or other classification protected by applicable local, state or federal laws, or is associated with a person who has or is perceived as having any of those characteristics.

The University expects all employees to support this policy, and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment and to accommodate to the fullest extent required by law. The University will not discriminate against any person who has complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Equal Employment Opportunity Policy

Purpose: Webster University (“University”) operates under a policy of providing equal employment opportunities to all employees and employment applicants without regard to race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status, or any other classification protected by any applicable law. 

I. Policy:  The University prohibits unlawful discrimination on the basis of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic background, marital status, or other classification or association protected by applicable law. The University requires all employees to support this policy, and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment and to make disability-related and religion-related accommodations to the fullest extent required by law. The University will not discriminate against any person who has acted in good faith to complain about discrimination or retaliation, to file a charge of discrimination, or to participate in an employment discrimination investigation or lawsuit. 

II. Policy Scope: This policy applies to all full-time and part-time University employees (and applicants for full and part-time employment positions) on all University campuses or other teaching/learning locations, and to all aspects of employment, including, but not limited to, hiring, job assignment, working conditions, compensation, promotion, benefits, scheduling, training, discipline and termination. Likewise, where required by applicable law, this policy applies to contractor relationships, as well. 

III. Reasonable Accomodations: The University will make reasonable accommodations in line with this policy to the fullest extent required by law. For example, the University will make reasonable accommodations for an employee’s observance of religious holidays and practices unless the accommodation would cause an undue hardship on the University’s operations. If an employee desires a specific accommodation, the employee should request the accommodation in writing and submit it to the Office of Human Resources as far in advance as possible. Furthermore, employees requesting an accommodation based on a disability should refer to the University’s Disability and Accommodation Policy. 

IV. Sexual and Other Unlawful Harassment: This policy’s prohibition of discrimination based on sex includes a prohibition of sexual harassment as that concept is understood under Title VII of the Civil Rights Act of 1964 and any other similar applicable law (collectively, “Title VII”). The University is committed to providing a workplace free of sexual harassment, as well as harassment based on such factors as race, color, religion, national origin, ancestry, age, disability, medical condition, marital status, sexual orientation, gender identity, or any other basis protected by applicable law. The University strongly disapproves of and will not tolerate harassment of employees, applicants, students, or independent contractors by anyone. Similarly, the University will not tolerate harassment by its employees of non-employees with whom the University employees have a business, service, or professional relationship. The University will also protect employees from harassment by non-employees in the workplace. 

Harassment includes verbal, physical, and visual conduct that creates an intimidating, offensive, or hostile working environment or that interferes with work performance. Such conduct constitutes harassment when: (1) submission to the conduct is made either an explicit or implicit condition of employment; (2) submission to or rejection of the conduct is used as the basis for an employment decision; or (3) the harassment interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment. 

Harassing conduct can take many forms and include, but is not limited to, slurs, jokes, statements, gestures, assault, impeding or blocking another’s movement or otherwise physically interfering with normal work, pictures, drawings, or cartoons based upon an employee’s sex, race, color, national origin, religion, age, disability, medical condition, ancestry, marital status, sexual orientation, gender identity, or veterans status. 

The University has published a separate Title IX Policy on Sex Discrimination, Including Sexual Harassment (“Title IX Policy”) as required by Title IX of the Education Amendments Act of 1972 and the federal regulations promulgated thereunder (collectively “Title IX”). Recognizing, however, that the concept of “sexual harassment” is more narrow under Title IX than it is under Title VII, the University intends for this policy to prohibit any conduct that falls short of constituting “sexual harassment” under Title IX but that would qualify as “sexual harassment” under Title VII. Because a hostile-free work environment is important, the University may take disciplinary action under this policy against an employee who exhibits poor judgment or engages in inappropriate behavior, including sexually inappropriate conduct, even if it is welcome or falls short of being severe or pervasive. Harassing behavior is unacceptable in the workplace itself as well as in other work-related settings, such as business trips, business-related social events, and other University-related circumstances. 

Furthermore, as acknowledged in the Title IX Policy, allegations and formal complaints of sexual harassment that are dismissed for lack of jurisdiction under the Title IX Policy may be transferred to the University’s Human Resources department for investigation and possible disciplinary action. For more information regarding the scope sexual harassment under Title IX, contact the University's Title IX Coordinator, Kimberly Bynum-Smith, 200 Hazel Ave., St. Louis, MO 63119; 314-246-7780; kimberleybynymsmith@webster.edu. The University's Title IX Coordinator is designated and authorized by the University to coordinate all of the University's efforts to comply with Title IX and to administer the University's Title IX Policy.

V. Complaint Process: Upon experiencing or witnessing discrimination, harassment, other than sexual harassment under Title IX, or retaliation in violation of this policy, a person should report any violation to the Office of Human Resources by completing an HR Incident Report Form. The University’s Office of Human Resources is responsible for overseeing the investigation of all discrimination, harassment, or retaliation complaints for university employees, and those allegations will be handled in accordance with the Grievance Policy and Procedure.

Regardless of what University office handles a particular report or complaint of discrimination or harassment, a prompt, thorough, and impartial investigation of the complaint will be conducted. Furthermore, regardless of which policy an individual utilizes for any complaint of harassment, discrimination, or retaliation, the University will evaluate the complaint and address the complaint pursuant to the appropriate University policy that is implicated by the complaint.

When appropriate, any employee who violates this policy will be subject to corrective action up to and including termination of employment. The University prohibits any form of retaliation against employees for reporting a complaint or providing information about discrimination, harassment, or retaliation.

VI. Investigations: Every reported complaint of discrimination, retaliation or harassment in violation of this policy will be investigated thoroughly, promptly and in a confidential manner to the extent possible. However, given the nature of an investigation, which typically requires interviews with witnesses, the University cannot guarantee absolute confidentiality with respect to matters handled under this policy.

Upon completion of an investigation of discrimination, retaliation or harassment under this policy, the University will communicate its findings and intended actions to the complainant and the person(s) accused of having violated this policy as expeditiously as possible. If the investigator finds that discrimination, retaliation or harassment in violation of this policy occurred, the person who has violated this policy will be subject to appropriate instructive and/or disciplinary procedures. In the case of University employees, if discrimination, retaliation or harassment in violation of this policy is established, disciplinary action for a violation of this policy may range from verbal or written warnings up to and including immediate termination of employment, depending upon the circumstances. With regard to policy violations by non- employees, corrective action will be taken after consultation with appropriate University personnel.

The University takes all complaints pursuant to this policy seriously. Accordingly, any individual found to have knowingly made a false report or complaint in bad faith will be subject to corrective action up to and including separation of employment. Likewise, any individual found to have knowingly made a false statement in any other Human Resources investigation or similar proceeding or any investigation or proceeding conducted by the University’s Title IX office may result in corrective action up to and including separation of employment.

VII. Retaliation: Retaliation against anyone who has, in good faith, reported a violation of this policy or has participated in any investigation or proceeding undertaken pursuant to this policy is prohibited and will not be tolerated. Even if an underlying complaint of discrimination or harassment in violation of this policy is found to be unsubstantiated, if the underlying complaint has been made in good faith, the complaining party is protected by this policy against retaliation. Retaliation, standing alone, is a serious violation of this policy, and it should be reported immediately when experienced or witnessed. Any person who engages in retaliatory conduct prohibited by this policy towards any employee or other person who cooperated in an investigation or made a complaint of a policy violation will be subject to disciplinary action up to and including termination of employment.

VIII. Confidentiality: The University attempts to maintain confidentiality in investigations where possible. However, given the nature of an investigation, which typically requires interviews with witnesses, the University cannot guarantee absolute confidentiality. The University will only reveal information relating to an investigation to those individuals with a need to know or to the extent otherwise required by law.

Additionally, your medical information is confidential. Disclosure of your medical information is restricted to limited situations where a manager or supervisor has a job-related reason to know it. Employees who disclose employee medical information without proper authorization will be subject to disciplinary action, up to and including separation of employment

As a means to support faculty in their transition from full-time employment to retirement, the university offers a Faculty Retirement Transition Program.

Access the Full Program Details (PDF)

The Family Educational Rights and Privacy Act of 1974 (FERPA), as Amended, affords certain rights to students concerning their education records. The primary rights afforded are the right to inspect and review the education records, the right to seek to have the records amended, and the right to have some control over the disclosure of information from the records. Webster University accords all the rights under the law to students.

The Fair Labor Standards Act, referred to as the Federal Wage and Hour Law, applies to Webster University in the United States. This law governs minimum wages, overtime payments, hours worked and job classification.

Hourly (Non-Exempt) Employees

Non-exempt employees are paid hourly and are entitled to overtime pay that is time and one-half their regular rate of pay for each hour worked over the applicable threshold and the applicable work period. A work week is Sunday at 12 a.m. through Saturday 11:59 p.m. Hourly (non-exempt) employees will record all worked time online via “timestamp” on the automated time and attendance system in accordance to their assigned schedule. Time recorded will be rounded to the nearest quarter hour. Hours worked are associated with the day worked for purposes of overtime eligibility. Employees are eligible for overtime pay once they exceed 40 worked hours in a work week (note additional state requirements below). Time off for holidays or closure and on-call time will be considered “worked time” for determining overtime pay. All overtime work for hourly (non-exempt) employees must be assigned and approved in advance by the supervisor. The Federal Wage and Hour Law prohibits hourly (non-exempt) employees from working extra hours in one week to be retained for compensatory time in a subsequent week.

Webster University must additionally adhere to applicable State and Local laws governing wage and hour where they provide a greater benefit to employees:

California: Hourly (non-exempt) employees who work in California are paid one and a half times their base wage for hours worked over 8 hours in a day and for the first 8 hours on the 7th consecutive day worked. They are paid double their base wage for hours worked over 12 hours in a day or over 8 hours on the 7th consecutive day worked. If an hourly (non-exempt) employee requests to work beyond 8 hours in a day in order to make up for previously missed work, they would indicate this is “California Make Up” time and overtime pay would not be required unless subsequently exceeding 12 hours of work in a day or 40 hours in the work week.

Colorado: Hourly (non-exempt) employees who work in Colorado are paid one and a half times their base wage for hours worked over 12 hours in a day or over 12 consecutive hours.

Salaried/Exempt Employees

Exempt job classifications are determined by the salary basis and duties test in accordance with federal and state laws. Exempt employees are paid a salary and are not eligible for overtime or compensatory time off. In accordance with the law, salaried (exempt) employees may not have their pay reduced for variations in the quantity or quality of work and must receive their full salary for any period in which they work with the exception of their first and last week of employment in a salaried role unless 1) they absent themselves in whole day increments; 2) they are on an approved Family Medical leave; or 3) they are on unpaid disciplinary suspension.

All salaried (exempt) employees should submit requests for any vacation, personal and sick time in whole day increments through the automated time and attendance system for approval by their supervisor in advance of the time off, where possible, or record the time off in a timely manner based on the published schedule on the Employee Self-Service portal for incorporation with each pay period processing. Should an exempt employee be on an approved Family Medical leave, they should request benefit time in quarterly hour increments consistent with their standard budgeted schedule for all periods of absence. 

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 the time record is required. Time records must reflect the exact time worked and the exact time off and employees must approve their time record submission each pay period as must the designated time approver.

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.

Access the full Grievance Policy (PDF)

All Webster Groves campus employees are required to have a Webster University identification card. Cards are issued at the Office of Public Safety. The cards are to be presented to the Public Safety Officer upon request. Employees are responsible for updating cards annually at the Office of Public Safety. The identification card may also be used as a library card for the Emerson Library and as a security swipe card for after-hours access to designated buildings and departments.

Webster University ("Webster") provides numerous information technology resources for use by the Webster community to support its educational mission. The use of these resources must be consistent with the goals of the University. This policy applies to all University students, staff, administrators, faculty and others granted use of Webster University’s computer network resources. As a member of the Webster community, Webster students, staff, administrators and faculty are expected to act responsibly and to follow Webster's guidelines, policies, and procedures in utilizing information technology and electronic networks accessed by such technology.

Access the full IT Acceptable Use Policy (PDF)

The first 60 days of a person's employment at Webster are an initial training period. During this period an employee's abilities and work performance should be regularly 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 may be terminated at that time.

Hourly (non-exempt) employees who work more than five hours in a day should be given a 30-minute meal break with full relief of duties and the ability to leave premises. “Full relief of duties” means that an employee should not respond to email, phone calls or work in any way during the meal break. Meal breaks are not compensated, and this time is automatically deducted in the automated time and attendance system (except in California – see below). If a meal break is interrupted and is less than 30 minutes in length, it will be considered fully compensated time. In these instances, an employee should notify his/her supervisor of the start/stop time of work. An additional meal break with full relief of duties and the ability to leave premises should be given if working more than ten consecutive hours in a day.

Employees in states other than California can request approval by their supervisor to work through their meal break on a rare, exception basis. In this event, supervisors should initiate a cancellation of the meal break in the automated time and attendance system.

In addition to meal breaks, employees should be given a paid 15-minute rest period on premises within each four hours of work. This time is compensable. With supervisory approval, employees may incorporate rest periods for additional paid time with the meal break. California hourly (non-exempt) employees enter a time stamp to reflect the start/stop of their meal break. They can waive the meal break if they work six hours or less in a day and it is formally documented with approval by the employee and the employee’s supervisor and noted in the online time record. If a California hourly (non-exempt) employee does not get a meal break in accordance with state law, they are compensated one hour of wages. If a California hourly employee reports to work but is sent home, they will be compensated at least half of their scheduled day’s pay.

The National Labor Relations Act (NLRA) guarantees the right of employees to organize and bargain collectively with their employers, and to engage in other protected concerted activity or to refrain from engaging in any of the above activity. Employees covered by the NLRA* are protected from certain types of employer and union misconduct.

NRLA Posting, Employee Rights (PDF)

We are committed to non-discrimination and equal opportunity in the treatment of students, faculty and staff. The University considers employment, admissions, financial aid, programs, and activity applications without regard to race, sex, sexual orientation, gender identity, color, creed, age, ethnicity or national origin, religion, genetic information or disability. Inquiries or complaints related to any of these areas should be addressed to the appropriate individuals identified below.

Matters involving allegations of sex- or gender-based discrimination, harassment, or other conduct prohibited by Webster University’s Title IX Policy on Sex Discrimination, Including Sexual Harassment involving employees, students and/or applicants for employment or student admission should be directed to:

Kimberley Pert
Director, Title IX
Title IX Coordinator
200 Hazel, Office #5
St. Louis, MO 63119
314-246-7780
pertk61@webster.edu

Matters concerning all other forms of alleged discrimination involving employees and applicants for employment should be directed to:

Cheryl Fritz
Chief Human Resources Officer
Webster University
470 E. Lockwood Ave.
St, Louis, MO 63119
314-246-7055
cherylfritz49@webster.edu

Employees in Facilities Operations may be placed “on call” to respond to emergencies. An on-call employee is expected to maintain availability to return to work within an hour in the case of emergency or needed procedures. Standard weekly “on call” assignment is paid at two hours regular rate. If called in to work, employees receive a minimum of two hours of pay or actual hours worked, whichever is greater. HVAC “on call” is paid a minimum of one hour of pay or actual hours worked, whichever is greater, for time worked at home and a minimum of two hours of pay or actual hours worked, whichever is greater, if the call requires reporting to work. On call time is counted towards overtime eligibility.

The Payroll Office maintains payroll records for all University personnel and handles all 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 in accordance with federal and state regulations.

All employees, including students, are strongly advised to establish a direct deposit with their existing bank or an ALINE pay card available through ADP for their pay. Employees should indicate their method of payment in the MyWebster ADP Self-Service portal. Otherwise, pay will be issued in a check mailed to the employee’s address on record in the MyWebster ADP Self-Service portal.

An employee is expected to give a minimum of two weeks written notice to their supervisor prior to resigning from the University. Upon receipt of a notice of resignation, the University reserves the right to ask an employee to leave immediately without obligation for additional pay. In such cases, up to two weeks of pay will be provided in lieu of notice. It is expected that an employee report to work on his or her last day of employment. Should an unexpected absence occur on the scheduled last day of work, the employee’s termination date will be modified to the last day worked.

Sick Pay Policy for Full-Time Staff and Administrators

All full-time staff and administrators 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. For the first calendar year of employment, those employed July 1 through Oct. 31 will receive a pro-rated amount of 5 days following 60 days of full-time equivalent employment; those employed between Nov. 1 through Dec. 31 will receive 10 days award in the calendar year after their hire following 60 days of full-time equivalent employment. After 4 years of service, full-time staff and administrators are awarded 15 days of absence with pay annually. After the initial award, sick days are awarded in January each year and are cumulative from year to year. 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 use sick pay on their last scheduled day of work.

Sick pay eligible employees may use sick time for the following purposes:

  • Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s family member.
  • For an employee who is a victim of domestic violence, sexual assault, or stalking to obtain legal relief, medical attention, psychological counseling, safety planning or other related services.
  • In a public health emergency, a public official closed the workplace, or the school or place of care of the employee’s child.

“Family member” means any of the following:

  • A child, which for purposes of this policy means a biological, adopted, or foster child, stepchild, legal ward or a child to whom the employee stands in loco parentis. This definition of a child is applicable regardless of age or dependency status.
  • A biological, adoptive, or foster parent, stepparent or legal guardian of an employee or the employee’s spouse or registered domestic partner or a person who stood in loco parentis when the employee was a minor child.
  • A spouse.
  • A registered domestic partner.
  • A grandparent.
  • A grandchild.
  • A sibling.

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.

The provisions of the Sick Pay Policy for Full-time Staff and Administrators supports the provisions of the California Healthy Workplaces, Healthy Families Act of 2014 and the Colorado Healthy Families and Workplaces Act effective Jan. 1, 2021.

California Only: Sick Pay for California Part-Time and Temporary Employees (Effective July 1, 2015)

All Webster University part-time and temporary employees who are employed at one of the University’s campuses in the State of California, including adjunct, for a period of 30 or more days per calendar year are awarded 24 hours of absence with pay in accordance with the California Healthy Workplaces, Healthy Families Act of 2014 and the accrual limit allowed there under, after 90 days of employment. Twenty-four (24) hours of absence with pay are awarded on Jan. 1 each year thereafter. Hours awarded for absence with pay for California part-time and temporary employees are not cumulative from year to year. Any hours not used by the end of the calendar year are forfeited.

California employees that separate employment and are rehired at one of the University’s campuses in the State of California in a part-time or temporary capacity, including adjunct faculty, within one year of the date of separation, and had previously been employed with the University 90 days or more, will be awarded 24 hours of absence with pay upon rehire for immediate use; if previous employment was less than 90 days, previous days of employment will count towards the 90 day waiting period for the award of 24 hours of absence with pay and any previously accrued and unused absence with pay will be reinstated upon rehire for immediate use, not to exceed a total of 24 hours of absence with pay available or accrued for the calendar year. Twenty-four hours of absence with pay are awarded on Jan. 1 each year thereafter. Hours awarded for absence with pay for California part-time and temporary employees are not cumulative from year to year.

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 use sick pay on their last scheduled day of work.

California Labor Code Section 248.1 provides a supplemental payment equivalent up to two weeks for employee with a regular schedule or 14 times the average number of hours worked per day over the past 6 months for a part-time employee with variable schedule above and beyond any accrued benefit for the following reasons:

  • A covered worker is subject to federal, state or local quarantine or isolation related to COVID-19
  • A covered worker is advised by a healthcare provider to self-quarantine or self- isolate related to COVID-19
  • A covered worker is prohibited from working by the University due to health concerns related to the potential transmission of COVID-19 

The rate of pay for this COVID-19 Supplemental Paid Sick Leave is the highest of 1) the regular rate of pay for the last pay period; 2) the state minimum wage; or 3) the local minimum wage, not to exceed $511/day or $5,110 in total.

California Only: COVID-19 Supplemental Paid Leave for Full-Time or Part-Time (Effective Jan. 1, 2022-Sept. 30. 2022)

Employees are entitled to up to 80 hours of COVID-19 related paid sick leave from January 1, 2022, through September 30, 2022, immediately upon an oral or written request to their employer, with up to 40 of those hours available only when an employee or family member tests positive for COVID-19. 

A full-time covered employee may take up to 40 hours of leave if the employee is unable to work or telework for any of the following reasons: 

  • Vaccine-related: The covered employee is attending a vaccine or booster appointment for themselves or a family member or cannot work or telework because they have vaccine-related symptoms or are caring for a family member with vaccine-related symptoms. An employer may limit an employee to 24 hours or 3 days of leave for each vaccination or booster appointment and any consequent side effects, unless a health care provider verifies that more recovery time is needed.
  • Caring for yourself: The employee is subject to quarantine or isolation period related to COVID-19 as defined by an order or guidance of the California Department of Public Health, the federal Centers for Disease Control and Prevention, or a local public health officer with jurisdiction over the workplace; has been advised by a healthcare provider to quarantine; or is experiencing COVID-19 symptoms and seeking a medical diagnosis.
  • Caring for a family member: The covered employee is caring for a family member who is subject to a COVID-19 quarantine or isolation period or has been advised by a healthcare provider to quarantine due to COVID-19 or is caring for a child whose school or place of care is closed or unavailable due to COVID-19 on the premises.

A full-time covered employee may take up to an additional 40 hours of leave if the employee is unable to work or telework for either of the following reasons: 

  • The covered employee tests positive for COVID-19.
  • The covered employee is caring for a family member who tested positive for COVID-19. 
    • A family member includes a child, parent, spouse, registered domestic partner, grandparent, grandchild or sibling.

Part-time covered employees: Part-time covered employees may take as leave up to the number of hours they work over two weeks, with half of those hours available only when they or a family member* test positive for COVID-19. *A family member includes a child, parent, spouse, registered domestic partner, grandparent, grandchild, or sibling.

California Labor Code Section 248.1 provides a supplemental payment equivalent up to two weeks for employee with a regular schedule or 14 times the average number of hours worked per day over the past 6 months for a part-time employee with variable schedule above and beyond any accrued benefit for the following reasons:

  • A covered worker is subject to federal, state or local quarantine or isolation related to COVID-19
  • A covered worker is advised by a healthcare provider to self-quarantine or self- isolate related to COVID-19 
  • A covered worker is prohibited from working by the University due to health concerns related to the potential transmission of COVID-19

The rate of pay for this COVID-19 Supplemental Paid Sick Leave is the highest of 1) the regular rate of pay for the last pay period; 2) the state minimum wage; or 3) the local minimum wage, not to exceed $511/day or $5,110 in total.

For absences of 3 or more consecutive business days, eligible employees must report their absence to Prudential at 1877.367.7781. 

Colorado Only: Sick Pay Policy for Colorado Part-Time and Temporary Employees (Effective Jan. 1, 2021)

The Colorado Healthy Families and Workplaces Act covers all Webster University employees who are employed in the State of Colorado, including adjunct faculty. The act requires Webster to provide paid sick leave to employees under various circumstances. Employees can use accrued paid leave for the following safety health needs: a mental or physical illness, injury or health condition that prevents work, including diagnosis or preventive care; (2) domestic abuse, sexual assault or criminal harassment leading to health, relocation, legal or other service needs; (3) has family member experiencing a condition described in category (1) or (2); or (4) in a public health emergency a public official closed the workplace, or the school or place of care of the employee’s child.

Part-time and temporary employees working in Colorado will accrue one hour of paid sick leave for every 30 hours of work up to 48 hours of paid sick leave a year beginning Jan. 1, 2021 or date of hire, whichever is later. The paid sick leave does not terminate if not used within the year accrued, but rather rolls over to the subsequent year. 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 use sick pay on their last scheduled day of work.

Colorado Only: Colorado Paid Sick Leave Under the Healthy Families and Workplaces Act (Effective Jan. 1, 2021)

In compliance with the Colorado Paid Leave regulations, Webster will pay make available a one-time allotment of two weeks based on an employee’s standard schedule of supplemental leave during a public health emergency (PHE) incorporating any sick time already accrued.

Process: Hourly and salaried staff and administrators will accurately record sick time taken in the automated time and attendance system. Except where a state law overrides, 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. For employees who do not use the automated time and attendance system, or for request of the supplemental paid leave, employees will need to record sick absences and request sick pay on a Semi-Monthly Absence Reporting form and submit the form to their supervisor for sign-off and submission to payroll@webster.edu no later than the pay period following that in which the sick time was taken.

A medical certification is not required for 3 days absence or less. However, if an employee is out for longer periods of absence or has a pattern of excessive absenteeism, the employee may be required to submit a medical certificate to return to work. For example, if an employee consistently calls in sick on Fridays or Mondays, before/after holidays, etc. or exhibits other patterns of abuse of the policy. For absences of 3 or more consecutive business days, eligible employees must apply for a Family Medical Leave of Absence (see FMLA and Leaves of Absence for eligibility). 

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. Such time away from regularly scheduled hours must be approved by an employee’s supervisor and should be recorded as professional development on the automated time and attendance system.

Hourly (non-exempt) employees will be paid for travel time beyond the time it normally takes to commute to work. Once at the destination, hourly (non-exempt) employees will be paid for their time while attending the development program. Hourly (non-exempt) employees will not be compensated for voluntary gatherings outside of the approved development program. Note that college-level courses may not be taken during an employee’s standard work schedule.

Because students, faculty, staff, alumni and visitors deserve the healthiest possible place to live, work and learn, the Webster Groves, Missouri, campus has been designated as a tobacco-free and smoke-free campus effective Aug. 15, 2018.

Excluding normal commuting time, employees should be compensated for all travel unless it is:

  1. Outside of regular work hours.
  2. On a common carrier or as a passenger.
  3. Where no work is done.

The principles which apply in determining whether time spent in travel is compensable time depends upon the kind of travel involved.

Home to Work Travel: An employee who travels from home before the regular workday and returns to his/her home at the end of the workday is engaged in ordinary home to work travel, which is not work time.

Example: An employee travels from Belleville Illinois to Webster Groves to work at the main campus. The employee returns home at the end of the day. This time is not work time, nor compensable for mileage.

Home to Work on a Special One Day Assignment in another City: An employee who regularly works at a fixed location in one city is given a special one-day assignment in another city and returns home the same day. The time spent in traveling to and returning from the other city is work time, except that the employer may deduct (not count) the time the employee would normally spend commuting to the regular work site.

Example: An employee normally works in Ocala, but is assigned to attend the commencement in Orlando. The employee leaves from their home and travels to the destination and returns home that same day. All the time traveling and attending the ceremony is considered worked time with the exception of the time it normally takes the employee to travel from their home to their normal work location. The start time would need to be edited by the employee’s supervisor.

Travel That is All in a Day’s Work: Time spent by an employee in travel as part of their principal activity, such as travel from campus location to campus location during the workday, is work time and must be counted as hours worked.

Example: An employee at the Gateway Campus also supports the other St. Louis extended site locations and sometimes attends meetings at the Webster Groves campus. All time spent traveling between these campuses during a workday is considered work time.

Travel Away from Home Community: Travel that keeps the employee away from home overnight is travel away from home. Travel away from home is clearly work time when it cuts across the employee’s workday. The time is not only hours worked on regular working days during normal working hours but also during corresponding hours on non-working days. This also applies to work time while at another domestic or international campus. Meal breaks and non-required events outside of the workday are not recognized as work time. The Wage and Hour Division will not consider as work time that time spent in travel away from home outside of regular working hours as a passenger on an airplane, train, boat, bus, or automobile. If an employee is a driver, however, all time is compensated while driving to the location.

Example: An employee travels from their work location to their local airport and arrives 2 hours earlier than the flight at 5 p.m. The employee normally works until 5 p.m., so the travel time to the airport is work time as is the time leading up to the flight. However, the time spent in flight starting at 5 p.m. is not work time.

Employee is attending a work conference that is at a conference center separate from the employee’s hotel. The travel at 8 a.m. to the conference is before the employee’s standard start time so it does not count as work time. The conference breaks for lunch and this is also not work time (note an hourly employee typically does not timestamp for meal breaks). The conference ends at 3 p.m. and so the travel time from the conference to the hotel is work time. Upon arrival at the hotel, the workday is ended unless the employee continues to perform work-related activities (e.g. email follow up, etc.). There is an optional evening event that the employee decides to attend—this is excluded from work time.

The same conference schedule repeats the next day on Saturday, however, at 3 p.m. when the conference ends, the employee travels to the airport to return home. This time is considered work time up to the point their standard day ends. Note that even though outside of normal work hours, the same rules apply as if it was a normal workday. Again, flight time outside of the employee’s standard schedule is not recognized as work time. When the employee returns to their home airport, the trip to their house is also excluded as work time

Employees are encouraged to participate in voting as a part of being a responsible citizen. Upon request and advanced scheduling, supervisors will accommodate a change in schedule to support this right in accordance with each state’s law. Compensation for time off in order to accommodate voting will be made in consideration of individual state laws.

All employees of Webster University are expected to work the schedule established by their supervisor. Time is rounded to the nearest quarter hour, so employees need to be attentive to entering a time stamp within seven minutes of their scheduled beginning and ending of their workday. The administration of the University sets those operating hours which are best suited for serving the needs of the University and the public. This may require employees to work more than their standard schedule. Schedules may vary from time to time. Employees may only pursue college level courses outside of their standard work schedules.

Workplace Safety

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.

Webster University seeks to provide for the safety of student’s faculty, staff and visitors and our buildings and property by eliminating or reducing threats of violence in our Webster learning, living and working environments. The University is committed to maintaining learning, living and working environments free from dangerous weapons, violence and/or threats of violence.

Closure Policy

I. Policy: When circumstances warrant, University locations and/or various sites, divisions or departments may be closed due to reasons including, but not limited to, weather, crisis, closure of an education center on a military base, etc. The communication about Webster University closures will come from Public Safety communication and emergency alerts via “Webster Alerts.” All employees are required to sign up for Webster Alerts.

II. Definitions:

  • Campus Closure: Face-to-face classes are moved to virtual meeting spaces where at all possible or rescheduled, if necessary; most buildings are closed; and the majority of academic and administrative operations are suspended on campus. During a campus closure, employees (except those required to work on campus due to the nature of their work) are instructed that they should leave early, not report to campus, or report to campus at a delayed start time; supervisors should direct expectations for working remotely where feasible during these times. Even during a campus closure, certain continuous operations must be maintained on campus (e.g., power plants, emergency services, facilities and grounds maintenance and some student services) and other operations should be supported remotely with remote work arrangements. The necessity or feasibility of maintaining on-campus operations will vary by the circumstances causing the closure, such as weather, health conditions, natural or human-induced disasters, major utility failures, etc.
  • Limited closure: Only specifically-designated building(s) are closed due to an emergency that impacts a limited portion of the campus. In the event of an emergency where only designated buildings are closed, the expectation is that employees will continue to perform assigned duties. Every attempt will be made to facilitate the performance of those duties through temporary relocation, remote work arrangements or other arrangements which allow employees toperform assigned duties. Requests to access the Webster Groves campus during limited closure needs to be communicated to Public Safety. Send requests to access@webster.edu.
  • Essential personnel: Generally defined as the faculty and staff who are required to report to their designated campus work location to ensure the operation of essential functions or departments during an emergency or when the University has suspended campus operations. Each campus/location is responsible for identifying employees who are critical to the operation of the University and who may be required to work by their supervisor and/or administrative head. 

III. Process

  • Closure pay is based upon the hourly staff employee's authorized working day. Hourly staff employees who are not able to work from home (not equipped or are only able to work on campus) during limited or full campus closures may receive closure pay based on their standard schedule unless their scheduled work time is otherwise adjusted by their supervisor.
  • The University will evaluate the continuation of closure pay if it extends beyond five days in a calendar year.
  • Hourly and salaried staff who are equipped to work from home but are unable to work from home for personal reasons should work with their supervisor on adjusting their schedule to work another time within the same work week or request a vacation or personal day.
  • Facilities Operations and Public Safety hourly employees required to work at the Webster Groves campus during approved closures due to weather will be paid time and a half their regular rate of pay in addition to closure pay.
  • Employees who are on sick leave or vacation or taking a personal day at a time when the University is closed will not receive closure pay. This policy applies to hourly and salaried employees.

As with all policies, this policy is subject to review and update at any time by Webster University.

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.

St. Louis Campuses: Submit a request through Maintenance Direct for facilities-related requests, such as building repairs, trash removal, and office moves.

Note: For security purposes, users are required to create a password to access the system. To set a password for your account, type your Webster email address in the login field and select Forgot Password?. An email with related instructions will be sent to the user to reset their password.

Submit a Maintenance Request

Employees are expected to take proper steps to protect personal and 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.
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