Maryville University offers a competitive benefit package. (The terms and provisions of the benefits are subject to change by the University and are effective as and when amended, unless otherwise specified.) Applicants who are invited to campus for interviews receive a thorough review of benefits.
The Maryville University Medical Plan is a self-insured program. Medical insurance coverage is available to all full-time employees. The insurance will be effective the first day of employment and as long as the individual is classified as a full-time employee. Premiums (when applicable) are paid monthly by the employee through payroll withholding. The first premium is due one month in advance.
Any employee wishing to have family coverage (medical and dental) should arrange this with the Human Resources Office within thirty days of employment. The additional premium for family coverage is paid monthly by the employee through payroll withholding and the first premium is due one month in advance.
The Plan will pay 100% of the reasonable and customary charge, without a deductible, for expenses associated with routine preventive care examinations to a maximum of $500 per examination per eligible employee and covered dependent(s).
Additionally, separate from the routine physical examination benefit, the Plan will pay 100% of the reasonable and customary charge, without a deductible, for mammograms, pap tests and prostate exams on an annual basis.
In order to better control Maryville’s self-funded medical costs, medical care requiring non-emergency hospitalization requires admission certification. For more information, please contact the Human Resources Office for the rates that apply to you and/or your dependents.
The University provides a prescription drug benefit to all full-time employees (and dependents covered in the medical plan).
In addition, mail pharmacy service was designed to allow members to receive larger quantities of maintenance medication.
Maryville University pays the premium for dental coverage with Delta Dental for full-time employees. Dependent coverage is available at the employee’s cost by payroll deduction. Employees whose date of hire is June 1, 1999 or later must take dependent medical and dental coverage as a package.
Dental coverage is for 100% of preventive dental work, 80% basic and restorative and 50% of major work and orthodontics (for children). There is a $50 deductible per individual ($150 per family) which does not apply to preventive work. The maximum benefit is $1,500 per year.
Maryville University pays the full premium for disability insurance for full-time regular employees.
TIAA-CREF Retirement Program
All half-time, three-quarter time and full-time employees are eligible to participate in this program on a voluntary basis. Eligible employees may contribute from 2% to 9% of their monthly salary, and Maryville will match the contribution. Employees are vested in the Maryville funds after three years of participation in the TIAA-Cref Retirement Program. Any employee may contribute more than 9% if the contribution remains within the guidelines of the Federal Internal Revenue Code.All half-time, three-quarter time and full-time employees are eligible to participate in this program on a voluntary basis. Eligible employees may contribute from 2% to 9% of their monthly salary, and Maryville will match the contribution. Employees are vested in the Maryville funds after three years of participation in the TIAA-Cref Retirement Program. Any employee may contribute more than 9% if the contribution remains within the guidelines of the Federal Internal Revenue Code.All half-time, three-quarter time and full-time employees are eligible to participate in this program on a voluntary basis. Eligible employees may contribute from 2% to 9% of their monthly salary, and Maryville will match the contribution. Employees are vested in the Maryville funds after three years of participation in the TIAA-Cref Retirement Program. Any employee may contribute more than 9% if the contribution remains within the guidelines of the Federal Internal Revenue Code.
Maryville University Institutional Retirement Benefits
Retired/emeriti employees of Maryville University with at least seven years of full-time service who have officially retired from the workforce (with the exception of occasional employment) will be entitled, on a space available basis, to the following benefits available to full-time employees:
- Library borrowing privileges;
- Admission to campus events, including intercollegiate athletic contests;
- Campus parking privileges;
- Bookstore purchases and facility rental discounts;
- Inclusion in Christmas Open House and President’s Picnic;
- Option of participating in University Health Plan through payment of applicable premiums and benefit limits (as a supplement to Medicare as primary health care insurer if over age 65);
- Tuition benefits for self, spouse, and children (who are legal dependents as defined by the IRS) in accordance with University policies for coursework completed within five years after separation of employee from Maryville and according to the following schedule:
- 100% tuition remission for employees with 20 or more years service to Maryville
- 75% tuition remission for employees with 15-19 years service to Maryville
- 50% tuition remission for employees with 10-14 years service to Maryville
- 25% tuition remission for employees with 7-9 years service to Maryville
- Tuition benefits for self and spouse to take one or two classes per semester for enjoyment/in pursuit of life-long learning and not directed toward a degree after the five year period has ended (see #7) in accordance with University policies.
Maryville University pays monthly premiums on a life insurance policy valued at one times the employee’s annual salary which is effective on the first day of employment. This insurance is provided to all full-time employees.
Employee Tuition Remission
Employee’s Tuition Remission is available to regular employees of Maryville on a space-available basis according to the following qualifications:
- Employees and their immediate families (spouse and children who are legal dependents as defined by the IRS) are eligible for tuition remission according to the following schedule:
- Undergraduate tuition
- Full-time and three-quarter time regular employees and dependents – full tuition remission up to 18 hours per semester.
- Half-time regular staff employees and dependents – 50% tuition remission of up to 18 hours per semester.
- Master’s level tuition
- Full-time and three-quarter time regular employees – full tuition remission up to two classes per semester.
- Half-time regular staff employees – 50% tuition remission up to two classes per semester.
- Undergraduate tuition
- Doctoral programs
- Full-time regular employees accepted into the School of Education doctoral degree program will receive a 50% discount on tuition. Employees must meet the specifications of the policy and have the signature of the Dean of the School of Education to receive tuition remission. No other doctoral programs are included in the tuition remission benefit.
Remission applies to tuition only; the employee is responsible for registration, fees and books.
The fee generally charged to audit a class is covered by the tuition remission policy.
Extended programs (those for which certification beyond the bachelor’s degree is a requirement of the program; i.e., education, occupation therapy and physical therapy) are eligible for remission up until the time graduate status is reached.
If an employee’s dependent changes programs prior to being awarded a bachelor’s degree, the dependent will be allowed to participate for the duration of the program. If, however, the dependent has earned a bachelor’s degree from Maryville University, he/she will be permitted to take any additional undergraduate degree classes; but graduate level classes will not be covered by tuition remission.
- Employees must be half-time or more and be enrolled as a full-time Maryville student in order to be eligible to take courses taught at one of the consortium colleges/universities. The consortium schools are: Fontbonne College, Lindenwood College, Missouri Baptist College and Webster University. The Registrar should be consulted concerning requirements for this program.
- Maryville University participates in other tuition programs designed for employee dependents. Additional costs such as application, registration, course fees, lab fees, room and board, etc. charged by other institutions are the responsibility of the employee. For more information concerning these programs, contact the Human Resources Office.
- Tuition remission does not apply to full semesters spent abroad at other institutions in Study Abroad Programs. However, it does discount part of the tuition expense for faculty-led, short-term programs. Tuition remission can be used to cover half of the actual tuition charged for each course taken in this format. All other travel expenses are not included in the program. Any programs which require remuneration to another institution are not eligible for tuition remission.
Maryville University’s goal in wage and salary administration is to pay salaries consistent with economic resources available to the University which will attract and maintain a well-qualified, highly motivated faculty and staff and thus strengthen the educational and scholarly activities of the institution. Salary studies are made annually by the Human Resources Office and Vice President for Administration and Finance.
The total compensation program is administered among employees without distinction because of their race, color, religion, age, disability, gender or national origin. All personnel information, including salaries, is confidential.
The University has a monthly payroll and employees receive their paychecks on the last working day of each month. Paychecks are deposited directly to the employee’s bank account.
Maryville is required by law to make the following deductions from earnings: Federal Income Tax, Social Security Tax, Missouri State Income Tax, and St. Louis City Tax (if applicable). Other payroll deductions can be made, such as dependent coverage for medical and dental insurance, retirement, etc.
Flexible Spending Accounts
Once a year employees are given the opportunity to enroll in the flexible spending account program in which a person can elect that a specific amount of pre-taxed income can be set aside in either a health care and/or dependent care spending account. Debit cards are issued to employees which can be used for additional health care expenses, including deductibles and co-pays. Receipts may also be submitted to a third party administrator for reimbursement.
Flexible Spending Accounts provide employees the opportunity to lower their taxable income. It is the employee’s responsibility to maintain receipts for expenses charged to the flex spending account. Any balances remaining at the end of the calendar year will be forfeited by as mandated by the Internal Revenue Service.
The following are paid holidays for all faculty members and full-time regular administrative, service and support personnel. Those part-time employees who are half-time or more are paid for holidays on a pro-rated basis:
- Martin Luther King Jr.’s Birthday
- Spring Break Week (2 days-Administrative Staff)
- Friday before Easter Sunday
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Eve Day
- Thanksgiving Day
- Friday after Thanksgiving
- Christmas Eve Day through New Year’s Day
- Two Personal Holidays (taken as full work days) (Administrative Staff Only)
“Personal Holiday” may be taken during the fiscal year with the following stipulations:
- Non-exempt employees must not be on probation;
- Employees may not take a personal day in the first three months of service;
- Employees whose date of hire is after the last day of December will receive one personal day to be used before the end of the fiscal year. Employees whose date of hire is after the last day of February will not receive a personal day until the new fiscal year begins;
- Arrangements for these days must be made in advance and approved by the supervisor; and
- Personal Holidays cannot be accumulated.
Jewish faculty and staff members may observe Rosh Hashanah and Yom Kippur without penalty after making suitable arrangements for coverage during the absence from work.
The President may designate other holidays.
When a holiday falls on a Saturday, the preceding Friday will be observed as the holiday. When a holiday falls on a Sunday, the following Monday will be observed as the holiday. Observance of special days may be permitted. In such cases, time off is charged to accumulated vacation time or to leave without pay.
An employee, who is scheduled to work on one of the holidays stated above, will receive eight hours of holiday pay at the straight time rate plus time and one half for the first eight hours of work. If an employee works more than eight hours, those hours worked in excess of eight will be paid at double the straight time rate including any extended continuous hours. If an employee works on any other designated holiday not listed above, an employee will receive eight hours of holiday pay at the straight time rate and time and one half rate for all hours worked including those worked in excess of eight.
Sick Leave (Administrative Staff Only)
Sick leave is accrued at the rate of one day per month worked to a maximum of 1040 hours. Sick leave cannot be used during the probationary period.
Vacation Leave (Administrative Staff Only)
Vacation leave is accrued at the following rates:
|Exempt Employees||1-5 years||120 hours or 3 weeks|
|5 plus years||160 hours or 4 weeks|
|Non-Exempt Employees||1-5 years||80 hours or 2 weeks|
|5-10 years||120 hours or 3 weeks|
|10+ years||160 hours or 4 weeks|
Additional leave information (i.e., Military Reserve Leave, Civil Duty Leave, FMLA Leave, Sabbatical and procedures for taking leave) is available in the Human Resources Office.