The Open Enrollment period is your once a year opportunity to review the various benefits the University offers and to change your benefit selections for the upcoming year to your medical, dental, vision, voluntary, and supplemental plans. You can add or remove benefits, dependents, and more. Any changes requested to your health and welfare plans after the open enrollment period will require a Qualified Life Event (QLE) such as changes in marital status, birth, spouse’s work status or coverage, etc.
Through UnitedHealthcare, UMR and HealthSCOPE Benefits creates and publishes the Machine-Readable Files on behalf of Drury University.
To link to the Machine-Readable Files, please click here.
Once page loads, please click Ctrl-F to bring up a search bar. Type Drury and hit Enter to locate Drury’s information.
Medical Providers Database
Monthly Rates for Employees
|$25,000.00 – $29,999.99||$20.00|
|$30,000.00 – $39,999.99||$30.00|
|$40,000.00 – $49,999.99||$40.00|
|$50,000.00 – $59,999.99||$50.00|
|$60,000.00 – $69,999.99||$60.00|
|$70,000.00 – $79,999.99||$70.00|
|$80,000.00 – $89,999.99||$80.00|
|$90,000.00 – $99,999.99||$90.00|
|$100,000.00 – $149,999.99||$100.00|
To determine if your dentist participates with Delta Dental or to select a participating dentist in your area:
Customer Service and Benefit Information
Delta Dental of Missouri
PO Box 8690, St. Louis, MO 63126-0690
The Drury University 403(b) Retirement Plan is a defined contribution plan that operates under Section 403(b) of the Internal Revenue Code (IRC). The purpose of the Plan is to provide retirement benefits for participating employees.
All employees of the University are eligible to participate in the Plan, excluding students, independent contractors, or employees who work fewer than 1,000 hours of service in a plan year. The plan year runs from June 1 each year through May 31 of the following year.
If you are an eligible employee, you may, on a voluntary basis begin participation in this Plan on the first day of the month following employment at the University or on the first day of any following month after you complete the enrollment forms. Enrollment must be completed via ADP.
The employee is fully vested at the time he/she contributes to the plan.
The Drury University 457(b) Deferred Compensation Plan is a plan that operates under Section 457 of the Internal Revenue Code (IRC). The purpose of the Plan is to provide deferred compensation primarily for a select group of management and highly compensated employees covered under the Plan.
Employees of the University, excluding independent contractors and trustees, with compensation greater than $100,000 are eligible to participate in the Plan. For purposes of eligibility, compensation is defined as appointment or contract amount.
If you are an eligible employee, you may, on a voluntary basis begin participation in this Plan on the first day of the month following employment at the University or on the first day of any following month after you complete the enrollment forms. Enrollment forms must be completed and returned to the Human Resources Department.
Your salary reduction agreement may be terminated at any time.
The employee is fully vested at the time he/she contributes to the plan.
The Employee Assistance Plan (EAP) is available to regular full-time staff and faculty. Employees may contact the EAP for assistance with issues such as:
All services provided through the EAP are strictly confidential (meaning your name and other identifiers are not given to your employer) and protected by Federal Law. There is no charge for this service, as it is part of the benefits package.
Employees and their immediate family members may receive up to five free visits per issue as determined by the EAP. To schedule an appointment, employees can simply call New Directions (EAP) at (800) 624-5544.
They also offer e-Directions, a weekly email tips program and On-Target, their online newsletter. You can sign up to receive them by visiting their website, which is listed below. To obtain the password, please send an email to Jennifer Baltes at firstname.lastname@example.org.
By electing to deposit a portion of your salary to the Flexible Spending Accounts – FSA (Health Care Reimbursement Plan and/or Dependent Care Assistance Plan), you are redirecting your money into a tax-free account used to pay qualified expenses that formerly were paid with after-tax income.
The funds designated for the Tax Savings Plan are exempt from Federal, State, and Social Security taxes. You pay no tax on the pre-tax premiums and or funds deposited to the Flexible Spending Accounts – FSA. You will not owe taxes on the funds deposited in the Flexible Spending Accounts when they are paid to you.
Once a faculty or staff member ceases to be eligible for the Health Care Reimbursement Plan, he/she may continue to participate in Drury’s plan as required by COBRA.
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 Account (FSA). You may enroll when you are first eligible to participate or when you experience a qualifying event.
You may also be able to enroll during the plan year if you experience a qualifying event, which is a change in family status that would make participation in the plan appropriate for you. Changes in family status include marriage, divorce, pregnancy, birth/adoption or death of a dependent and certain changes in your spouse’s employment status.
|Plan Year||January 1 – December 31 (FSA)|
|Entry Date||An eligible employee can elect coverage under the plan the first of the month following the month in which he or she becomes an eligible employee. FSA benefits must be re-elected each calendar year during FSA open enrollment.|
|Changes for Qualifying Events||Benefit elections under the Plan are generally irrevocable for the plan year. However, certain life or employment events may allow you to make a consistent benefit change within 30 days after the event. Contact the Benefit Office for more information and a form to complete.|
|Exit Date||Your plan eligibility ends on the last day of the month following you termination of employment with the university or, if earlier, on (i) the date you cease to be eligible, or (ii) termination of the plan.|
Staff and faculty are allowed the choice of making employee contributions to the following benefit plans on a pre-tax basis:
The Health Care Reimbursement Plan (Health Care Flexible Spending Accounts – FSA) allows you to use tax-free funds to pay you and your family’s medical and dental care expenses not eligible for reimbursement under any other health plan coverage. Eligible expenses are described in the FSA Information Booklet. The employee may fund up to the annual maximum of $2,850. The Family Medical Leave Act (FMLA) rules apply to the Health Care FSA. Participants should discuss various leave options with the Human Resources Department prior to taking leave.
The Dependent Care Assistance Plan – DCAP (Dependent Care Flexible Spending Accounts – FSA) permits an employee to pay for his or her qualifying Dependent Care Expenses for Children under the age of 13 or day expenses for disabled dependents on a pre-tax basis. Eligible expenses are described in the FSA Information Booklet. The amount of Dependent Care Expenses reimbursement cannot exceed the maximum amount specified in Internal Revenue Code Section 129. The maximum amount is $5,000 for a calendar year.
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. Once an employee ceases to be eligible for coverage, he/she is provided with a conversion privilege.
Drury provides coverage at no cost to the employee at the completion of one year of employment through UNUM. 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. Once an employee ceases to be eligible for coverage, he/she is provided with a conversion privilege.
Your bills can add up quickly if you are unable to work for several weeks or more. This coverage pays you a portion of your income to help you keep up with your expenses while you’re not getting a paycheck. And you can take it with you if you change jobs.
This benefit will provide income to you for up to 6 months prior to the start of your Drury University long-term disability benefit. There will be a choice of elimination periods. Benefits are paid in addition to any sick leave. This will allow you to tailor this important benefit, so in the event of an illness or injury would cause an absence from work, a percentage of lost income could be paid to you for necessary living expenses.
Children’s Health Insurance Program (CHIP) Notice
General Notice of COBRA Continuation Rights
HIPAA Notice of Privacy Practices
HIPAA Special Enrollment Notice
Medicare Part D Creditable Coverage Notice
Newborns’ Mothers Health Protection Act (NMHPA) Notice
Women’s Health and Cancer Rights Act (WHCRA) Notice