Drury University relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data shall be
considered misconduct and may result in Drury University’s exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.
Campus Security Policy and Statistics Disclosure
Pursuant to the “Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act”, Drury University publishes an annual report on campus crime statistics from the previous three calendar years. The Campus Crime Report is available for viewing at the Drury University web
site, the security office, and the HR office. Questions regarding the report may be directed to the security office at (417) 873-7400.
Job openings will be posted on the Human Resources page of the Drury website, appropriate online employment sites, sent to regular faculty and staff via email, and shared with a diversity recruiting distribution list. Each online job posting will include the title, dates of the posting, department, job summary, essential duties, and a link to a complete job description.
Drury University reserves the right to not post a particular opening.
Staff members who have a written warning on file, or who are on probation or suspension, are not eligible to apply for posted jobs. Eligible staff members may only apply for those posted jobs for which they possess the required skills, competencies, and qualifications.
Drury University also encourages staff members to identify friends or acquaintances who are interested in employment opportunities and refer qualified outside applicants for posted jobs. Staff members should obtain permission from the individual before making a referral, share their knowledge of the organization, and not make commitments or oral promises of employment.
Drury encourages staff members, in consultation with their supervisor, to participate in professional development and educational opportunities.
A staff member who is interested in advancement may apply for open positions at Drury. Internal applicants may initially choose to keep their application confidentialbut if they are selected for an interview, their supervisor will be notified. Performance information may be shared by the current or prior supervisor for internal candidates or past student assistants or graduate assistants being considered for a staff or faculty position.
Hiring supervisors must notify a current employee’s supervisor prior to interviewing a current employee for an open position. Failure of the hiring supervisor to notify a current employee’s supervisor of such interview will violate this policy, and may disqualify the current employee from being hired into the new position.
Rev. 6-01-1, 2-24-23
All regular full-time staff members who choose to enroll in health insurance will be covered by health insurance the first day of the month following their date of hire. Employees may be responsible for a certain portion of the health insurance premium in an amount to be determined annually that will be
deducted from their regular paychecks.
After the initial enrollment period, changes to coverage are only available during an open enrollment or a qualifying event.
Staff members’ spouses and eligible dependents are generally eligible for coverage under the Drury University medical insurance. However, if a spouse has other health coverage available, the spouse is not eligible to enroll in the Drury plan. The cost of dependent coverage will be the responsibility of the staff member.
Group health insurance coverage will cease the last day of the month during which termination occurs. Benefit continuation may be provided as described in Section 302 Benefits Continuation (COBRA) / Creditable Coverage (HIPAA) The coverage is subject to modification or cancellation by the university at any time in its discretion.
Details of the health insurance benefits plan, including limitations and restrictions, are described in the Summary Plan Description available at the following link: Drury Employee Benefits.
Contact the Human Resources Department for more information about health insurance benefits.
Effective September 1, 2006, Rev. 2-1-09, Rev. 3-22-10, Rev. 3-1-14, Rev. 6-1-15,
Rev. 10-1-16, Rev. 6-1-17, Rev. 1-1-18, Rev. 11-8-22; Rev. 1-12-23
The university provides non-taxable tuition benefits (as defined in Section 117 of the Internal Revenue Service Code) as follows:
Regular Full-time Employees:
After one year of continuous regular employment, full-time employees become eligible for 100% tuition remission for undergraduate and certain graduate programs with restrictions as noted in this Section 308.
Eligible Dependents of Regular Full-time Employees:
After one year of continuous regular employment, the spouses and eligible dependents of full-time employees also become eligible for undergraduate, but not graduate, tuition remission on the following schedule, and with the restrictions noted in this Section 308:
An eligible dependent is defined in Section 152 of the Internal Revenue Service 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.
Employee and dependent tuition remission benefits are also available to the following regular full-time staff:
Regular Part-time Employees:
After one year of continuous regular employment, part-time employees become eligible for undergraduate and graduate tuition remission, with restrictions as noted in this Section 308, and pro-rated on the basis of their regular hours of work as noted below:
Eligible Dependents of Regular Part-time Employees:
After one year of continuous regular employment, the spouses and eligible dependents of part-time employees also become eligible for undergraduate, but not graduate, tuition remission with the restrictions noted in this Section 308, and pro-rated on the basis of their regular hours of work and the following schedule:
Graduate students who are formally admitted to a graduate program, approved by the Graduate Assistant Selection Committee, and appointed to a Graduate Assistant position are eligible for 100% graduate tuition remission for eligible programs of up to 6 hours per semester (plus 3 hours in the summer for 12-month appointments) immediately upon employment.
Adjunct Faculty: Refer to the Adjunct Faculty Handbook.
Tuition Remission Forms
A tuition grant application must be completed for each semester or term in which benefits will be used. Fully completed and signed tuition remission forms must be submitted to the Human Resources office no later than the fourteenth (14th) day of the appropriate semester or term in which the course(s) will be taken. A late fee of 10% of the tuition charges will be applied by the Business Office to the student’s
account if the tuition remission form for that term is not received by the Human Resources office by the due date. Employees may apply for a one-time only waiver of late fees in the Human Resources office. For the waiver to be approved the employee must not have been approved for a previous late fee waiver, and must acknowledge on the waiver form their receipt of the tuition remission policy and tuition remission form due dates.
Recipients of tuition remission must meet federal Satisfactory Academic Progress (SAP) requirements to receive the benefit. Students who do not meet SAP requirements will have the opportunity to appeal, and if approved, will be eligibleto continue receiving the benefit for the subsequent term. The decision of the Financial Aid Appeal Committee is final.
Restrictions and Administrative Requirements:
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.
Tuition remission benefits terminate at the end of a semester during which employment terminates regardless of the cause of terminated employment, unless employment is terminated prior to the twenty-first day of the semester or session, in which case no tuition remission will be provided.
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. This benefit may only be applied to tuition costs. Laboratory fees, music lessons, books, tuition for non-credit courses, student teaching fees, graduation fees, health center fees, student fees, orientation fees, other special fees, and room and board fees are excluded.
Dependents are limited to one undergraduate degree. A simultaneous double major is covered, however, a student may not return after graduating to pursue another degree or take additional undergraduate courses using tuition remission. Tuition grants for the graduate degree programs (as defined in Section 127 of the Internal Revenue Service Code) are restricted to the use of eligible employees up to the maximum per calendar year. Certain graduate programs that are especially competitive and dependent on tuition revenue, including but not limited to the Physician Assistant Studies program, are not eligible for tuition remission.
Tuition remission may only be applied to Drury classes, as determined by the Registrar. The travel portion of the MBA tuition, and fees associated with any off-campus programs are excluded from tuition remission. Cox Nursing programs and other integrated health programs are excluded from tuition remission benefit.
Eligible employees or their dependents who elect to enroll in a professional enrichment program or related program offered in partnership with an outside provider may apply for tuition remission for the portion of the tuition retained by Drury University, up to a maximum of 30% of the tuition charges.
Recipients of tuition remission who elect to enroll in independent/directed study will receive remission benefits based on their individual eligibility, up to a maximum of 40% of the tuition charges.
Recipients of tuition remission who enroll in the MBA Boot Camp will receive remission benefits based on their individual eligibility, up to a maximum of 50% of the tuition charges.
Recipients of tuition remission benefits may repeat a course one time and receive tuition remission for that course. Students who elect to repeat a course more than once may retake the course at his or her own expense.
All tuition applicants who have not completed an undergraduate degree are required to complete and process a Free Application for Federal Student Aid (FAFSA) for each grant request. So that Drury can appropriately account for tuition remission in a timely fashion, the FAFSA must be filed no later than 60 days after the first day of classes in the semester for which tuition remission is requested. A FAFSA filed for a fall semester will suffice for a subsequent spring semester. The resulting Student Aid Report (SAR) must be filed with the Financial Aid Office within 30 days of its receipt.
The amount of tuition remission is applied to gross tuition less any externally-funded scholarships, and Federal or State grant aid such as Pell Grant and Access Missouri Grant, unless said scholarships are applied to room and board charges in Drury facilities. If Drury has no housing vacancies, said awards may be applied to off-campus room and board, and tuition remission is not diminished by the amount of said scholarships. Tuition remission recipients are not eligible for scholarships funded by Drury University.
The tuition grant will be reduced by any non-Drury financial aid received.
Drury Tuition Exchange Program benefits are available to current staff and faculty. The Financial Aid Office will provide information on participating institutions, availability, and the application process.
Rev. 6-1-11, 1-12-23
Drury University provides a defined contribution retirement plan for employees, excluding students, temporary employees and employees who work fewer than 1,000 regular hours of service in a plan year (June 1 through May 31).
Retirement plan participation may begin on the first of the month following the date of hire, or any subsequent month. Participation in the plan may continue until the employee ceases contributions, terminates employment, or otherwise ceases to be eligible. The plan is subject to modification or cancellation by the university at any time in its discretion.
To participate in the plan, the employee must agree to have a percentage of the employee’s compensation (W-2 wages, excluding bonus and overtime) withheld and paid to the plan as salary reduction contributions. Each pay period, the university will match the percentage selected by the employee up to a set percentage of the employee’s compensation which will be set annually in accordance with the plan. The total contributions cannot exceed 80% of an employee’s total compensation or the limit imposed by the Internal Revenue Code. Plan participants are fully vested in the benefits arising from contributions made under the plan.
Details of the retirement plan, including benefit amounts, limitations, and restrictions are described in the Summary Plan Description provided to all eligible employees. View a copy of the retirement plan summary plan description linked on the HR page of the Drury website: Drury Employee Benefits.
Contact the Human Resources Department for more information about available plan benefits.
Workers’ compensation insurance is provided for each employee in accordance with the worker’s compensation laws of the State of Missouri for accidental injury and occupational disease arising out of and/or in the course of employment.
Occupational accidents, diseases and injuries that occur at work and are determined to be directly linked to the performance of normal, job-related duties are covered under Workers’ Compensation Law.
The benefits included in the program are: payment of hospital and doctor fees for services provided, payment for medicine prescribed for the related injury or disease, and payment of a portion of the staff member’s wages while disabled.
Work-related injuries include medical care and rehabilitation as ordered by Drury’s treating physician. There are no deductibles and co-payments. Drury University pays the entire cost for treatment. For emergency treatment, the staff member should go to the nearest medical facility.
If a staff member is required, as part of the job, to perform duties outside the Springfield area, the injured staff member may obtain emergency treatment from the nearest appropriate medical facility. However, Human Resources must be notified immediately following a visit.
Drury is not required to pay for non-emergency treatment that staff members seek or select on their own. Staff members must have approval from the Human Resources Department before seeking treatment that they expect to be paid for under Missouri’s Workers’ Compensation Law.
Temporary disability payments may be paid to the employee if Drury’s attending physician states that you are unable to work. These weekly benefits replace all or part of your lost wages. Additional cash payments will be made in the case of a permanent disability such as the loss of a finger or the loss of sight. If staff members
are permanently unable to return to work, a lump sum payment may be made. Death benefits are made to surviving dependent.
All accidents, including those that do not require treatment by a doctor and/or hospital, must be reported to the department director, chair, or supervisor. The department director, chair or supervisor is required to complete a Drury University Employee’s Report of Injury setting forth the time, place and nature of the
accident/injury, and the name and address of the person injured. This report must be provided to Human Resources within 24 hours (linked here: Injury Report Form). The Human Resources Department will prepare and process the information with the Missouri Division of Workers’ Compensation. Timely reporting is critical because claims can be denied if accidents and injuries are not reported to the Missouri Division of Workers’ Compensation within the required time frame of 30 days.
The full cost of these benefits is paid by Drury University.
Most situations are handled in a routine and efficient way. However, if questions arise concerning medical benefits or any aspect of the workers’ compensation process, contact Human Resources.
Employment Related Accidental Injury or Disease Procedures
1. Staff members who are receiving care from a Drury University physician for a work-related accidental injury or disease, and who are required not to work, will be granted up to a maximum of three days paid leave.
2. After the three-day paid leave for the work-related accidental injury or disease, staff members will be placed on leave without pay. Drury University’s insurance carrier, as required by the Workers’ Compensation law, provides compensation.
3. Staff members returning to work full-time following an absence due to a work-related accidental injury or disease will be provided paid time-off for therapy or medical treatment. The time away from work can be made up within the same workweek or charged to sick leave. For more information, refer to Section 608 Sick Leave Benefits.
4. Staff members approved by Drury University’s physician to perform limited work may be assigned to another work area or modified duties.
5. If an ambulance is required to transport the Springfield campus staff member to a medical provider, arrangements must generally be coordinated with Drury University’s Security office.
Approved provider information is maintained and distributed by the Human Resources Department.