Drury University will have an Open Enrollment period each year to allow changes for the upcoming benefit year. It 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.
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 University offers medical benefits through a self-insured plan. Drury maintains a Healthcare Trust to pay claims processed through our benefits insurer on behalf of our covered employees.
Drury provides employees with a PPO network of providers, currently through CoxHealth. 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 is determined by base salary. Employees can elect to cover their spouse and/or children if needed. Spouse coverage would require signing a form indicating the spouse does not have the option of coverage through their own employer. 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.
Claims are processed by our third-party administrator, Benefit Management, Inc. (BMI). A BMI representative is happy to assist you during office hours, Mon-Thurs 8:00-5:00 and Fri 8:00-4:00 (CST) at 417-782-1515. Our network is CoxHealth. When outside of the CoxHealth area, covered employees can access our wrap networks, FirstHealth or MultiPlan for “in-network” covered services.
If you have questions regarding coverage or claims, please reach out to the Benefits Manager in the Human Resources office.
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A voluntary dental insurance plan is available to regular staff and faculty scheduled to work for the university at least 20 hours per week for at least nine months each year. Employees can choose to cover their spouse and/or children as well. Coverage is offered through MetLife Dental PDP Plus insurance plan. Staff and faculty contribute 100% of the premium.
To determine if your dentist participates with MetLife Dental or to select a participating dentist in your area:
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A voluntary vision insurance plan is available to regular staff and faculty scheduled to work for the university at least 20 hours per week for at least nine months each year. Employees can choose to cover their spouse and/or children as well. Coverage is offered through MetLife’s Superior Vision Plan. Staff and faculty contribute 100% of the premium.
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The pharmacy benefit is included in our health insurance plan. Our current provider for pharmacy benefits is MagellanRx.
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Our health insurance plan includes an option for lab testing. Bloodwork can be processed at no cost to the employee (with Drury health insurance coverage) if processed through LabOne / Quest Diagnostics.
Quest is located at 3302 S National Ave Suite B in Springfield, MO.
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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.
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 in ADP. To participate employees must also meet with our financial advisor to open their retirement account(s).
When you begin participation in the Plan, the amounts you elect to contribute will be withheld from your pay and deposited to the funding vehicles that you selected. You may change your enrollment at any time through ADP.
The employee is fully vested at the time he/she/they contributes to the plan.
Two retirement options are available, traditional 403b and Roth 403b.
Roth contributions are the opposite tax treatment to your Traditional 403(b). Roth contributions use after-tax money and grow tax-free. Traditional contributions are pre-tax and are taxable when you take distributions. You can choose if you pay taxes now or later on your contributions. Set up a time to discuss with our representative if you have questions.
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457(b) Deferred Compensation 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 the 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 in ADP.
Your salary reduction selection in ADP may be terminated at any time.
The employee is fully vested at the time he/she/they contributes to the plan.
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Employee Assistance Plan – beginning June 1, 2023
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 household family members may receive up to five free visits per issue as determined by the EAP. To schedule an appointment, employees can simply call LifeWorks at 888-319-7819. When you call, just select “Employee Assistance Program when prompted.
LifeWorks also has a mobile app that makes it easy for you to access and personalize educational content that is important to you. Search “LifeWorks” on iTunes App Store or Google Play.
Log in to the app or website with the username: metlifeeap and password: eap
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Flexible Spending Accounts (FSA) / Tax Savings Plan
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 Health Care and Dependent Care 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.
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/they may continue to participate in Drury’s plan as required by COBRA.
Staff and faculty are allowed the choice of making employee contributions to the following benefit plans on a pre-tax basis:
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 $3,050. 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.
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.
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Drury Paid Benefit:
For regular staff and faculty scheduled to work for the university at least 30 hours per week for at least nine months of the year, Drury provides life and accidental death and dismemberment (AD&D) coverage through MetLife for both the employee and the employee’s dependents at no cost to the employee. Employee’s life insurance coverage and accidental death and dismemberment coverage is equal to one times his/her/their gross salary rounded up to the nearest thousand. Spouses will be provided life insurance coverage of $2,000 and each dependent child, $2,000 of life insurance 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/their reduction in hours or termination of employment. Once an employee ceases to be eligible for coverage, he/she/they are provided with a conversion privilege.
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Supplemental Employee Paid Benefit:
Through MetLife, employees have the option to purchase additional life insurance coverage for themselves, their spouse, and their dependent children. Employees must purchase coverage for themselves in order to purchase coverage for their spouse or dependent children. Premiums are based on the employee’s age as of 6/1 each benefit year. Purchase of employee life and/or AD&D coverage can be bought at an amount equal to 1X, 2X, 3X, 4X, or 5X the employee’s basic annual earnings rounded to the nearest higher $1,000 with a maximum benefit of $500,000. Any additional employee, spouse, and/or child coverage purchased is 100% employee paid.
Spouse coverage can be purchased in increments of $5,000 up to a maximum benefit of $100,000 and can be no more than 50% of the employee’s supplemental coverage. Child coverage can be purchased in $2,000 increments up to a maximum benefit of $10,000.
Additional coverage purchased for an employee over $100,000 or a spouse over $25,000 will require the completion of a medical questionnaire. If needed, the Benefits Manager will reach out to the employee directly to get this completed as required by MetLife (within 31 days of election).
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Accident Insurance
Regular staff and faculty who are scheduled to work for the university at least 20 hours per week for at least nine months each year may participate in the accident insurance plan. Accident Insurance can pay you money based on the injury and the treatment you receive. The covered employee decides how to spend the money, and can also purchase coverage for their spouse and/or children. Employees can purchase a low plan or high plan (see benefit summary for details – premiums listed on page 8) . Staff and faculty contribute 100% of the premium.
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Critical Illness Insurance
Regular staff and faculty who are scheduled to work for the university at least 20 hours per week for at least nine months each year may participate in the critical illness insurance plan. Critical illness insurance pays a lump sum directly to the employee at the first diagnosis of a covered condition. The covered employee decides how to spend the money and can also purchase coverage for their spouse and/or children. Coverage can be purchased for $15,000 or $30,000 in coverage. Additional spouse and/or child coverage would be 50% of the employee’s benefit. Staff and faculty contribute 100% of the premium.
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For regular staff and faculty who work for the university at least 30 hours per week for at least nine months each year, Drury provides long-term disability 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.
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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 short-term disability plan. Individual Short-Term Disability insurance can help protect a portion of your monthly income if you are unable to work due to a covered injury or illness. This benefit would provide 60% of income up to $1,500 for up to 24 weeks at which time long-term disability would begin if elected. Benefit would begin after the end of the elimination period of 14 days. Staff and faculty contribute 100% of the premium.
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John works at Drury and completed his bachelor’s degree through Drury GO’s evening and online program then went on to earn his master’s degrees for free (worth approximately $53,000). Later, he then sends his dependent child to Drury for a bachelor’s degree (worth approximately $130,000). That means that by working at Drury, John has received nearly $200,000 in free tuition!
John and Amy are married and have two kids. Amy gets a full-time job at Drury and finishes her bachelor’s degree through Drury GO’s evening and online program (worth approximately $53,000). John also wants to go back to school, so he enrolls and completes a bachelor’s degree (another $53,000). When their kids reach college-age, both complete bachelor’s degrees at Drury and they receive nearly $300,000 in education for their kids for free. That’s a total of over $400,000 in free tuition!
John and Tony are married and John gets a full-time job at Drury. He already has a bachelor’s degree and a master’s degree, but he completes another master’s degree for free (worth approximately $15,000). John has started his bachelor’s degree but never finished it so he enrolls and finishes for free (worth approximately $40,000). That’s over $50,000 in free tuition!
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