Benefit Summary: Regular Full-time Staff & Faculty
Regular staff and faculty scheduled to work for the university at least 30 hours per week for at least nine months each year may participate in the health plan.
Drury provides employees with a PPO network of providers. Employees electing coverage under Drury's health care plan will contribute a portion of the cost for their individual coverage. The amount of the contribution will be determined through participation in the Wellness Discount Program. Dependent coverage is available at the employee’s expense. Coverage begins the first day of the month following employment, and continues until the last day of the month following an employee's reduction in hours or termination of employment.
Drury provides coverage for both the employee and the employee's dependents at no cost to the employee. Employee's life insurance coverage is equal to one times his/her gross salary rounded-up to the nearest thousand. Spouses will be provided coverage of $2,000 and each dependent child, $1,000 of coverage at no cost to the employee. Coverage begins the first day of the month following employment, and continues until the last day of the month following his/her reduction in hours or termination of employment.
Drury provides coverage at no cost to the employee at the completion of one year of employment. Should the employee become permanently disabled for six months, the employee may file for benefits, which will provide 60% of gross salary, not to exceed $15,000 per month. For non-disabled employees, this benefit terminates at the end of the month following an employee's last day of work.
Regular staff and faculty are eligible to participate if employed by the university for 1,000 or more hours per year. Participation in the plan may begin on the first of the month following employment. The appropriate enrollment forms must be completed and returned to the Human Resources Office. Drury will match employee contributions dollar for dollar up to 6% of compensation each pay period. Compensation means the employee’s W-2 wages. The employee is fully vested at the time he/she begins participation.
Regular staff and faculty scheduled to work for the university at least 20 hours per week for at least nine months each fiscal year may participate in the dental plan. Staff and faculty contribute 100% of the premium.
Flexible Spending Accounts (FSA)
Regular staff and faculty scheduled to work for the university at least 20 hours per week for at least nine months each year may participate in the Flexible Spending Accounts (FSA). Flexible Spending Accounts enable you to convert some of your taxable income to a similarly tax-free benefit. By electing to deposit a portion of your salary to a Flexible Spending Account, you are redirecting your money into a tax-free account used to pay qualified expenses that formerly were paid with after-tax income.
There are two Flexible Spending Accounts available to you. The Health Care FSA allows you to use tax-free funds to pay your and your family’s medical, dental and vision care expenses not eligible for reimbursement under any other health plan coverage. The Dependent Care FSA offers you an opportunity to pay dependent day care expenses for children under the age of 13 or day care expenses for disabled dependents on a pre-tax basis.
The funds designated for the Flexible Spending Accounts are exempt from Federal, State, and Social Security taxes. You pay no tax on the funds deposited to the FSAs, nor do you owe taxes on the funds when they are paid to you. Once an employee ceases to be eligible for coverage, he/she may continue to participate in Drury's plan as required by COBRA.
Supplemental Life Insurance
Regular full-time faculty and staff may enroll for additional life insurance coverage. Coverage up to $100,000 will not require proof of insurability (personal medical history questions). Additional coverage is available for spouse and child(ren). Coverage up to $25,000 and $10,000, respectively, will not require proof of insurability. Staff and faculty contribute 100% of the premium.
After one year of continuous regular employment, the university provides a non-taxable tuition remission benefit (as defined in Section 117 of the Internal Revenue Code) as follows:
Regular Full-time employees become eligible for 100% undergraduate and graduate tuition remission with certain restrictions applied.
NOTE: Campus Housing policies and campus residency requirements will apply to dependent children utilizing tuition remission as full-time day school students. Refer to Student Housing Policy for complete requirements at: http://www.drury.edu/community-standards/Campus-Housing-Policy
The spouses and eligible dependent children (as defined in Section 152 of the Internal Revenue Code) of regular full-time employees become eligible for undergraduate, but not graduate, tuition remission on the following schedule, and with certain restrictions applied:
After one year of regular, full-time service, 50% remission
After two years of regular, full-time service, 75% remission
After three years of regular, full-time service, 100% remission
No fees or non-tuition charges of any kind, nor any other costs related to any course or to any educational pursuits, are remitted in any circumstance. Only tuition is remitted in the circumstances noted above.
This benefit terminates at the end of a semester during which employment terminates regardless of the cause, unless employment is terminated prior to the twenty-first day of the semester or session, in which case no tuition remission will be provided.
For independent study courses the remission is limited to 40% of the billed tuition.
An eligible dependent is defined in section 152 of the Internal Revenue Code as a child who is a blood descendant of the first degree, one who is legally adopted, or one who is a stepchild primarily dependent on the eligible parent for financial support, and at the end of a calendar year is under age 19 or is a full-time student under age 24.
For a complete explanation of tuition benefits, please refer to the Tuition Remission Policy.
Regular full-time employees receive a 10% discount on all personal merchandise purchased in the bookstore.
Hutchens HPER & Barber Fitness Center
Faculty, staff, and their immediate family members may use the HPER facilities free of charge. For fitness center purposes, immediate family is defined as the employee’s spouse and dependent child(ren) over the age of 18. Rules and regulations are published at the beginning of each academic year. A copy of the current year’s rules and regulations is available in the Athletics Office.
Educational Community Credit Union
All faculty, staff and students are eligible to join the Credit Union. There is a one-time membership fee of $1.00, which is non-refundable. The services offered include payroll direct deposit, checking, savings, IRA's and loans.
Regular faculty and staff may check out books, videos, and DVD’s from the library at no charge. Must present ID card.
Regular faculty and staff may receive two free general admission tickets to each regular season home athletic event. To obtain tickets, contact the O’Reilly Family Event Center office at extension 6389 prior to the event.
Food Service Discounts
Regular faculty and staff are eligible for discounted pricing for meals in the Commons. Must present ID to receive discount.