We want you to bring together Webster, and enjoy working with us.

At Webster, our mission is to develop and manage value-added human resources policies and programs; provide expert consultation, services and solutions in an efficient and client-focused manner; and provide our employees with the tools necessary to meet employee needs. Nosotros are committed to the fair selection and evolution of our various workforce.

We are committed to providing our employees a stable work environs with equal opportunity for learning and personal growth. We also act as a liaison between the institution and the employee to inform, motivate, educate, and train in all matters relating to employment and employee benefits. Nosotros strive to enthusiastically and professionally project a positive image of the University, thereby creating a desire to become and remain an integral part of our community.

Webster University employees can access additional human resources materials by visiting Connections two.0.

  • PSLF Employment Certification Form
  • PSLF Program Data
  • PSLF Program FAQ

The Work Number® from Equifax provides automated employment and income verifications for our Webster University employees.

The Work Number is a fast and secure manner to provide proof of your employment or income — a necessary step in many of today's life events including obtaining credit, financing a habitation or motorcar, obtaining a housing charter or securing government benefits or services. The Work Number simplifies the verification procedure and accelerates qualifying decisions through an online organization available to verifiers 24 hours a mean solar day, seven days a week.

Hundreds of thousands of credentialed verifiers rely on The Piece of work Number for rapid access to information critical to their determination process, and thousands of employers nationwide have entrusted The Piece of work Number to provide this important service on behalf of their employees.

  • Verify online at www.theworknumber.com
  • Call for Verification: ane-800-367-5690
  • Webster Academy Employer Code 100828
  • Inform the verifier that Webster Academy authorizes the Work Number to provide automatic employment and income verifications on our employees.

For Commercial Verifications (mortgage lenders, pre-employment, holding leasing, credit cards, etc.)

  • Please visit www.theworknumber.com and select "I'm a Verifier"
  • Provide the post-obit:
    1. Employer Name or Code: Webster University
    2. Employer Lawmaking is 100828
    3. Employee'due south Social Security Number

Please contact the Human Resource office at humanresources@webster.edu or 314-246-7580 with any questions.

Webster Hall

Title IX Office

Webster Hall

Webster University is committed to maintaining a rubber learning and working environment that provides the campus community with the appropriate process for reporting and redressing private reports of sexual harassment. Our Title IX function offers back up, training and reporting tools to help members of our University customs. We've outlined these resources in our policy and encourage our community to engage with our team openly.

Closings and Holidays (2022)

Winter Holiday 2021 December 24 - Jan ane
New Twelvemonth's Day 2022 January ane
Martin Luther Male monarch Day January 17
Memorial Twenty-four hour period May 30
Juneteenth (observed) June xx
Independence Day July four
Labor Day September 5
Thanksgiving Nov 24-25
Winter Holiday (New Year's Solar day 2023 observed) Dec 24 - Jan two

Every bit necessary, some employees may be required to work on designated holidays. Those hourly (non-exempt) employees who work will be paid for their regularly scheduled hours for the holiday plus the bodily hours worked on the holiday (Run across Federal Fair Labor Standards Human action and Overtime Pay policy).

Veteran's Day is a paid vacation for war machine campus locations if the education centre on the base is airtight for that holiday.

If a recognized vacation falls on Sunday, information technology will be observed on Monday. A holiday occurring on Saturday is observed the preceding solar day (except Dec. 24). All full- and part-time employees of the University who are employed and regularly scheduled to piece of work on any of these days will be given the day off with pay. Temporary employees practise not receive holiday pay. There is no initial training period required to receive vacation pay.

When a holiday falls in a week during which an employee is on vacation, it is counted equally a holiday and non as a vacation twenty-four hour period.

The University grants employees who observe major religious holidays other than those officially recognized past the University the option of taking vacation or a personal day for the homage. But nether emergency situations will the request exist denied.

Closure Due to Conditions or Other Causes

When circumstances warrant and/or at the discretion of the Administration, the University may be closed due to bad atmospheric condition or other reasons such as a authorities holiday, which causes closing of an education center on a military base. If possible, bad atmospheric condition or other emergency closings will be announced on local radio and television stations, as well equally Public Prophylactic communication alerts and emergency alerts via "Webster Alerts." All employees are strongly encouraged to sign up through the following link for Webster Alerts.

In case of snowfall, the term "snow schedule" means employees should report to work at 10 a.m. Facilities Operations and Public Safe employeesrequiredto piece of work during approved closure due to snowfall will exist paid time and a one-half their regular rate of pay in addition to regular pay resulting from the closure.

Closure pay is based upon the employee's authorized working twenty-four hour period. Employees will receive their regular pay based on their standard schedule during periods when the University is officially airtight. Employees who are on sick exit or vacation at a time when the University is closed will not receive closure pay. Hourly (non-exempt) employees specifically instructed by supervisors to work on a closure solar day will receive pay for hours worked plus regular pay for their ordinarily scheduled hours.

Report a Policy Violation

We've selected Maxient to provide a uncomplicated, private, risk-gratis way to confidentially report activities that may involve financial misconduct or violations of our policies. Click the "Report a Violation" button for instructions and to submit a report.

Annual Security and Fire Safety Reports

Access Webster Academy's current Annual Security Reports for its principal campus in Webster Groves, too as each of its domestic and international extended campuses and locations.

General Expectations, Policies, and Procedures

Webster Academy needs to ensure that those hired in staff/administratorroles give priority to their staff position and pursue teaching opportunities outside their regular staff duties with reasonable limits that allow the Academy to maintain the highest quality of instruction by appropriately balancing administrative (staff/administrator) duties with boosted (offshoot) instructional responsibilities.

Access the total Adjunct Teaching Policy (Staff) (PDF)

Webster Academy is an equal opportunity/affirmative action employer. Women and minorities are encouraged to employ.

Employees are required to exist at work during their scheduled working hours. Schedules for hourly (non-exempt) employees are maintained according to the approved budgeted status on the automatic time and attendance system.

Hourly (non-exempt) employees should avert early arrival and late departures exterior of the approved schedule. Salaried (exempt) employees should maintain regular hours as established by their supervisor and to meet the needs of their constituencies. The requirements of the job may dictate working beyond this core schedule.

Any change in schedule needs to exist canonical in advance by the employee'southward supervisor. An employee who is absent without accelerate blessing must written report the reason for his or her absence every bit shortly as possible on the showtime 24-hour interval of absenteeism.

An employee who is absent without permission may: a) be unpaid during the absence; or b) be terminated immediately upon prior approval and consultation with Human being Resource if temporary, function-time, or in their initial training period.

An employee who is absent without permission and without an explanation or discover for a period of iii (3) or more consecutive days may be considered to have resigned his or her position and may be terminated following review past the Chief Human Resources Officeholder or designee. Such termination shall exist constructive on the date of the get-go of such unauthorized absence.

Our Disharmonize of Interest policy provides ethical guidance on such matters as non accepting gifts or gratuities in excess of $100, amidst other important issues.

The University recognizes that its employees and Trustees perform unlike functions on its behalf. Consequently, due to the unique nature of some employees' job roles, employees in certain positions will be required to complete an annual conflict of interest questionnaire, which will be sent directly to them.

Admission the full Conflict of Interest Policy (PDF)

In compliance with the ADA, the University will not discriminate in its employment practices against any qualified individuals with disabilities on the ground of their disabilities and volition make reasonable accommodations where appropriate based on essential functions of the job, business necessity, and cost of the accommodation.

Access the full Disability and Accommodation Policy (PDF)

The Drug Complimentary Schools and Communities Act Amendment of 1989 requires Webster University to certify that it has adopted and implemented a drug and booze abuse prevention program every bit a condition of receiving federal funds and financial help. The police further requires the annual distribution of written policies to each enrolled student. In accordance with the Drug Free Schools and Communities Act Amendment of 1989 and Webster University's mission, this document restates the University'south commitment to maintaining an environment which is free of damage and encourages both bookish growth and personal development.

Policy Statement

This policy statement applies to all faculty, staff, and students enrolled at Webster University, including students taking classes at extended metropolitan campuses, military campuses, and academic programs located overseas.

It is the goal of Webster University to protect the public health and environment of its members by promoting an environment gratuitous of illicit drug employ and booze abuse.

The industry, distribution, possession or utilise of illicit drugs, and the unlawful possession, use or distribution of alcohol on any Webster University campus or at whatever University event is prohibited.

Violation of this policy volition exist handled according to existing University policies and procedures governing the comport of students, staff, and kinesthesia.

Standards of Bear - Illicit Drugs

The unlawful manufacture, possession, distribution, or apply of illicit drugs on any Webster University campus or site by University students, employees, or their guests is prohibited.

Standards of Bear – Booze

Federal legislation prohibits the unlawful possession, use, or distribution of alcohol. The laws of all states are in compliance with federal law, which prohibits persons under 21 years of age from the possession or use of alcohol. Strange countries in which Webster University operates fully accredited programs may take laws which vary from U.South. Federal and State laws.

Students at not-U.S. campuses may contact the role of the campus managing director for information regarding the legal utilize and possession of alcohol in that land.

In St. Louis, the Dean of Students Function maintains standards governing the commanded apply of booze on campus and at campus events. The office of the campus director maintains similar standards at each extended campus site.

Legal Sanctions

Drugs: In the Us the industry, possession, sale, distribution and apply of illicit drugs is prohibited by urban center, canton, country, and federal law. Sanctions range from small fines to life imprisonment, depending on the blazon of drug and several other factors.

In countries other than the United states of america, sanctions vary. Contact the campus director's office for specific information.

Booze: Each country has specific statues which detail sanctions for the illegal purchase or possession of intoxicating liquor. For instance, in the Country of Missouri, violation of state statutes governing the use or possession of booze may issue in fines of between $l and $1,000 and/or imprisonment for a maximum of 1 twelvemonth. Canton and municipal ordinances incorporate similar prohibitions and sanctions. Contact the office of the campus managing director for information regarding provision of applicable ordinances and statutes at your particular campus/location.

Overseas Programs: Students visiting strange countries to attend academic programs overseas are reminded that they may be bailiwick to abort and legal sanctions for drug and alcohol offenses under the laws and regulations of that particular country or institution, in addition to relevant Webster Academy sanctions.

Wellness Risks

Drugs: Severe health risks, including expiry, are associated with the use of illicit drugs.

Alcohol: Corruption of alcohol tin produce astringent wellness risks, including decease. Alcohol consumption causes a number of marked changes in behavior. Fifty-fifty depression doses significantly impair the judgement and coordination required to drive a automobile safely, increasing the likelihood that the commuter will exist involved in an blow. Low to moderate doses of booze besides increment the incidence of a diversity of ambitious acts, including spouse and child corruption. Moderate to high doses of alcohol cause marked impairments in college mental functions, severely altering a person's ability to learn and recall information. Very high doses crusade respiratory depression and death. If combined with other depressants of the cardinal nervous arrangement, much lower doses of alcohol volition produce the furnishings just described.

Repeated use of alcohol can lead to dependence. Sudden cessation of alcohol intake is probable to produce withdrawal symptoms, including severe anxiety, tremors, hallucinations, and convulsions. Alcohol withdrawal can exist life-threatening. Long-term consumption of large quantities of alcohol, especially when combined with poor nutrition, tin can too pb to permanent damage to vital organs such as brain and the liver.

Mothers who drink alcohol during pregnancy may requite birth to infants with fetal alcohol syndrome. These infants have irreversible concrete abnormalities and mental retardation. In addition, inquiry indicates that children of alcoholic parents are at greater hazard than other youngsters of becoming alcoholics.

Available Drug or Alcohol Counseling, Treatment Or Rehabilitation Programs

At the St. Louis campus, the Counseling and Life Development department provides confidential data, counseling support, and referral services for Webster University students and employees. This section maintains resource listings of community services bachelor in the St. Louis metropolitan expanse and offers a comprehensive alcohol/drug assessment and treatment program. Students may observe aid through the Counseling and Life Evolution department by calling 314-968-7030. The section is located at 540 Garden Avenue.

At campuses outside the St. Louis area, Webster University personnel provide data and guidance covering local services for drug and alcohol problems. All such contacts are strictly confidential.

University Disciplinary Proceedings

Unlike disciplinary procedures are applicable to faculty, staff, and students. Violations of the standards of carry volition be dealt with on a case-past-instance footing with the imposition of discipline beingness advisable to the severity of the violation. For each grouping comprising the University community, there are certain common sanctions that could be applied in an appropriate instance.

These mutual sanctions include letters of reprimand, probation and severance of ties with the University, through expulsion or termination. Normally, opportunity for referral to an appropriate rehabilitation program occurs and is usually associated with a first crime. Referral for prosecution will usually occur simply for the most serious violations.

Webster University prohibits unlawful bigotry based on the footing of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic background, marital status, or other classification protected past applicable local, state or federal laws, or is associated with a person who has or is perceived as having whatever of those characteristics.

The Academy expects all employees to back up this policy, and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment and to accommodate to the fullest extent required by law. The University will non discriminate against whatsoever person who has complained most discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Access the full Employment Opportunity Policy (PDF)

Every bit a means to support faculty in their transition from total-time employment to retirement, the university offers a Faculty Retirement Transition Plan.

Admission the Full Program Details (PDF)

The Family Educational Rights and Privacy Act of 1974 (FERPA), as Amended, affords certain rights to students concerning their didactics records. The primary rights afforded are the correct to inspect and review the didactics records, the correct to seek to have the records amended, and the right to have some command over the disclosure of information from the records. Webster University accords all the rights under the police to students.

The Fair Labor Standards Act, referred to as the Federal Wage and Hour Police force, applies to Webster Academy in the Usa. This law governs minimum wages, overtime payments, hours worked and chore classification.

Hourly (Non-Exempt) Employees

Non-exempt employees are paid hourly and are entitled to overtime pay that is time and 1-half their regular rate of pay for each hour worked over the applicable threshold and the applicable work period. A piece of work calendar week is Sunday at 12 a.m. through Saturday eleven:59 p.m. Hourly (not-exempt) employees volition tape all worked time online via "timestamp" on the automated fourth dimension and attendance organization in accordance to their assigned schedule. Time recorded volition be rounded to the nearest quarter 60 minutes. Hours worked are associated with the twenty-four hours worked for purposes of overtime eligibility. Employees are eligible for overtime pay once they exceed 40 worked hours in a work week (annotation additional state requirements below). Fourth dimension off for holidays or closure and on-phone call time will exist considered "worked time" for determining overtime pay. All overtime work for hourly (non-exempt) employees must exist assigned and approved in advance by the supervisor. The Federal Wage and Hour Law prohibits hourly (non-exempt) employees from working actress hours in one week to be retained for compensatory time in a subsequent week.

Webster University must additionally adhere to applicable State and Local laws governing wage and hr where they provide a greater benefit to employees:

California: Hourly (non-exempt) employees who piece of work in California are paid one and a half times their base of operations wage for hours worked over eight hours in a day and for the start eight hours on the 7th sequent day worked. They are paid double their base wage for hours worked over 12 hours in a day or over 8 hours on the 7th consecutive day worked. If an hourly (non-exempt) employee requests to work beyond 8 hours in a twenty-four hours in order to make up for previously missed work, they would betoken this is "California Brand Upwards" time and overtime pay would not be required unless subsequently exceeding 12 hours of work in a solar day or twoscore hours in the work week.

Colorado: Hourly (non-exempt) employees who work in Colorado are paid ane and a half times their base wage for hours worked over 12 hours in a day or over 12 sequent hours.

Salaried/Exempt Employees

Exempt job classifications are determined by the bacon basis and duties exam in accordance with federal and state laws. Exempt employees are paid a salary and are non eligible for overtime or compensatory time off. In accordance with the police, salaried (exempt) employees may not have their pay reduced for variations in the quantity or quality of piece of work and must receive their total salary for any period in which they work with the exception of their first and final week of employment in a salaried role unless 1) they absent-minded themselves in whole day increments; two) they are on an approved Family Medical leave; or three) they are on unpaid disciplinary break.

All salaried (exempt) employees should submit requests for any vacation, personal and ill time in whole day increments through the automatic time and attendance system for approval by their supervisor in advance of the fourth dimension off, where possible, or tape the time off in a timely fashion based on the published schedule on the Employee Self-Service portal for incorporation with each pay period processing. Should an exempt employee be on an approved Family Medical get out, they should asking do good time in quarterly hour increments consistent with their standard budgeted schedule for all periods of absence.

The Wage and Hour Laws were established for the protection of the employee. Still, the employer is charged with the responsibility of enforcing the regulations and is subject to inspect by the government and to a fine for violations. Therefore, accurateness of the fourth dimension record is required. Time records must reflect the exact fourth dimension worked and the exact time off and employees must approve their time record submission each pay period every bit must the designated time approver.

It is generally recognized that in any human group, occasional disagreements volition occur. In an ideal world, those disagreements and misunderstandings would exist resolved through effective, two-way advice techniques. However, constructive, two-way advice is not always possible in a time of disharmonize. Therefore, the University offers a grievance structure to aid in resolving disputes and insure a off-white and equitable treatment of all employees.

Admission the full Grievance Policy (PDF)

All Webster Groves campus employees are required to have a Webster Academy identification card. Cards are issued at the Office of Public Prophylactic. The cards are to be presented to the Public Safe Officer upon request. Employees are responsible for updating cards annually at the Office of Public Safety. The identification card may as well exist used as a library card for the Emerson Library and every bit a security swipe carte for subsequently-hours admission to designated buildings and departments.

Webster University ("Webster") provides numerous information technology resources for use past the Webster community to support its educational mission. The use of these resources must exist consistent with the goals of the Academy. This policy applies to all University students, staff, administrators, faculty and others granted apply of Webster University'due south estimator network resources. Equally a fellow member of the Webster customs, Webster students, staff, administrators and faculty are expected to human action responsibly and to follow Webster'due south guidelines, policies, and procedures in utilizing data applied science and electronic networks accessed by such engineering science.

Access the full Information technology Acceptable Use Policy (PDF)

The first 60 days of a person'south employment at Webster are an initial training period. During this period an employee'south abilities and work performance should exist regularly evaluated by the supervisor. If for any reason, on or before the end of this threescore-day period, information technology is determined that an employee is not suited for the job for which he or she was hired, or if the employee decides it is non the position he or she wants, the employment may be terminated at that fourth dimension.

Hourly (non-exempt) employees who piece of work more than five hours in a solar day should exist given a 30-minute meal break with full relief of duties and the ability to leave premises. "Full relief of duties" means that an employee should non respond to email, phone calls or work in whatsoever manner during the meal intermission. Meal breaks are not compensated, and this fourth dimension is automatically deducted in the automated time and attendance system (except in California – see below). If a meal break is interrupted and is less than 30 minutes in length, it will exist considered fully compensated time. In these instances, an employee should notify his/her supervisor of the start/stop time of work. An additional repast break with full relief of duties and the ability to leave bounds should be given if working more than ten consecutive hours in a day.

Employees in states other than California can asking approval past their supervisor to work through their meal break on a rare, exception footing. In this event, supervisors should initiate a counterfoil of the repast break in the automated time and attendance system.

In addition to meal breaks, employees should exist given a paid fifteen-infinitesimal rest flow on bounds within each 4 hours of work. This time is compensable. With supervisory approving, employees may incorporate rest periods for additional paid time with the meal break. California hourly (not-exempt) employees enter a time postage to reverberate the starting time/end of their meal break. They can waive the meal break if they work vi hours or less in a twenty-four hours and information technology is formally documented with approval by the employee and the employee'due south supervisor and noted in the online time record. If a California hourly (not-exempt) employee does not go a repast intermission in accordance with land law, they are compensated one hr of wages. If a California hourly employee reports to work but is sent home, they will be compensated at least half of their scheduled twenty-four hours'due south pay.

The National Labor Relations Act (NLRA) guarantees the right of employees to organize and bargain collectively with their employers, and to appoint in other protected concerted activity or to refrain from engaging in any of the in a higher place activeness. Employees covered by the NLRA* are protected from certain types of employer and union misconduct.

NRLA Posting, Employee Rights (PDF)

We are committed to not-discrimination and equal opportunity in the handling of students, faculty and staff. The University considers employment, admissions, financial aid, programs, and activeness applications without regard to race, sexual activity, sexual orientation, gender identity, color, creed, age, ethnicity or national origin, religion, genetic information or inability. Inquiries or complaints related to any of these areas should be addressed to the appropriate individuals identified below.

Matters involving allegations of sex- or gender-based bigotry, harassment, or other comport prohibited by Webster University'south Title IX Policy on Sex Discrimination, Including Sexual Harassment involving employees, students and/or applicants for employment or student admission should be directed to:

Kimberley Pert
Director, Title IX
Title IX Coordinator
200 Hazel, Office #5
St. Louis, MO 63119
314-246-7780
pertk61@webster.edu

Matters concerning all other forms of alleged bigotry involving employees and applicants for employment should exist directed to:

Cheryl Fritz
Principal Human Resource Officer
Webster University
470 East. Lockwood Ave.
St, Louis, MO 63119
314-246-7055
cherylfritz49@webster.edu

Employees in Facilities Operations may exist placed "on telephone call" to respond to emergencies. An on-call employee is expected to maintain availability to render to work inside an hour in the case of emergency or needed procedures. Standard weekly "on phone call" assignment is paid at two hours regular rate. If called in to piece of work, employees receive a minimum of two hours of pay or bodily hours worked, whichever is greater. HVAC "on call" is paid a minimum of one hr of pay or actual hours worked, whichever is greater, for time worked at dwelling house and a minimum of 2 hours of pay or bodily hours worked, whichever is greater, if the telephone call requires reporting to work. On phone call time is counted towards overtime eligibility.

The Payroll Function maintains payroll records for all University personnel and handles all matters pertaining to an employee's paycheck. Earnings and deduction records are maintained for University employees, including vacation, sick pay, personal pay, and other records of employee compensation in accordance with federal and country regulations.

All employees, including students, are strongly advised to establish a directly deposit with their existing banking company or an ALINE pay card available through ADP for their pay. Employees should indicate their method of payment in the MyWebster ADP Self-Service portal. Otherwise, pay volition be issued in a check mailed to the employee's accost on record in the MyWebster ADP Self-Service portal.

An employee is expected to give a minimum of two weeks written notice to their supervisor prior to resigning from the Academy. Upon receipt of a notice of resignation, the Academy reserves the right to ask an employee to leave immediately without obligation for additional pay. In such cases, up to two weeks of pay volition be provided in lieu of notice. It is expected that an employee report to work on his or her terminal solar day of employment. Should an unexpected absence occur on the scheduled last solar day of work, the employee'southward termination date will be modified to the last twenty-four hours worked.

Webster University is committed to the on-going development of its staff and to providing an surround and resources to let employees to develop and abound within the organization. Such time away from regularly scheduled hours must be approved by an employee's supervisor and should be recorded as professional development on the automated time and attendance system.

Hourly (not-exempt) employees will be paid for travel time across the fourth dimension information technology normally takes to commute to work. In one case at the destination, hourly (non-exempt) employees will exist paid for their fourth dimension while attending the development plan. Hourly (non-exempt) employees will non be compensated for voluntary gatherings outside of the approved development program. Annotation that college-level courses may not exist taken during an employee's standard work schedule.

Because students, faculty, staff, alumni and visitors deserve the healthiest possible identify to live, work and learn, the Webster Groves, Missouri, campus has been designated as a tobacco-gratis and smoke-free campus effective Aug. 15, 2018.

Excluding normal commuting time, employees should be compensated for all travel unless information technology is:

  1. Outside of regular work hours.
  2. On a mutual carrier or as a passenger.
  3. Where no work is done.

The principles which apply in determining whether time spent in travel is compensable time depends upon the kind of travel involved.

Habitation to Piece of work Travel: An employee who travels from home before the regular workday and returns to his/her home at the end of the workday is engaged in ordinary home to work travel, which is non work time.

Example: An employee travels from Belleville Illinois to Webster Groves to work at the main campus. The employee returns dwelling house at the end of the day. This time is not work time, nor compensable for mileage.

Home to Work on a Special One Day Assignment in another City: An employee who regularly works at a fixed location in one urban center is given a special one-solar day assignment in another urban center and returns domicile the aforementioned day. The time spent in traveling to and returning from the other city is piece of work fourth dimension, except that the employer may deduct (not count) the time the employee would unremarkably spend commuting to the regular work site.

Example: An employee normally works in Ocala, but is assigned to attend the get-go in Orlando. The employee leaves from their home and travels to the destination and returns home that same day. All the fourth dimension traveling and attending the ceremony is considered worked time with the exception of the time it normally takes the employee to travel from their home to their normal work location. The start time would need to be edited by the employee's supervisor.

Travel That is All in a Day'southward Piece of work: Time spent past an employee in travel as role of their principal activity, such equally travel from campus location to campus location during the workday, is work time and must exist counted as hours worked.

Example: An employee at the Gateway Campus as well supports the other St. Louis extended site locations and sometimes attends meetings at the Webster Groves campus. All time spent traveling between these campuses during a workday is considered work time.

Travel Away from Domicile Community: Travel that keeps the employee away from dwelling overnight is travel away from home. Travel abroad from abode is clearly work time when it cuts across the employee's workday. The time is not only hours worked on regular working days during normal working hours merely also during corresponding hours on non-working days. This besides applies to work fourth dimension while at another domestic or international campus. Repast breaks and non-required events outside of the workday are not recognized every bit work fourth dimension. The Wage and 60 minutes Sectionalization will not consider as work time that time spent in travel away from home outside of regular working hours as a passenger on an airplane, train, gunkhole, coach, or automobile. If an employee is a driver, still, all time is compensated while driving to the location.

Example: An employee travels from their piece of work location to their local airport and arrives 2 hours earlier than the flight at 5 p.m. The employee normally works until five p.1000., and then the travel fourth dimension to the airport is work time as is the time leading upwardly to the flight. However, the time spent in flight starting at v p.m. is not work time.

Employee is attention a piece of work conference that is at a conference eye split up from the employee'southward hotel. The travel at 8 a.m. to the conference is before the employee's standard start fourth dimension and so it does not count equally work time. The briefing breaks for lunch and this is also not work time (annotation an hourly employee typically does not timestamp for repast breaks). The conference ends at 3 p.thousand. and so the travel time from the conference to the hotel is work time. Upon inflow at the hotel, the workday is ended unless the employee continues to perform work-related activities (eastward.yard. electronic mail follow up, etc.). At that place is an optional evening event that the employee decides to attend—this is excluded from work time.

The same briefing schedule repeats the next 24-hour interval on Saturday, however, at three p.m. when the conference ends, the employee travels to the airport to return home. This time is considered work fourth dimension up to the betoken their standard twenty-four hours ends. Note that fifty-fifty though outside of normal work hours, the same rules apply equally if information technology was a normal workday. Again, flight fourth dimension outside of the employee'south standard schedule is not recognized every bit work fourth dimension. When the employee returns to their home airport, the trip to their house is also excluded as work time

Employees are encouraged to participate in voting as a part of being a responsible citizen. Upon request and advanced scheduling, supervisors volition accommodate a alter in schedule to support this right in accordance with each country's police. Compensation for time off in club to accommodate voting will exist made in consideration of individual state laws.

All employees of Webster Academy are expected to piece of work the schedule established by their supervisor. Time is rounded to the nearest quarter hr, and so employees need to exist circumspect to inbound a fourth dimension stamp within seven minutes of their scheduled beginning and ending of their workday. The assistants of the University sets those operating hours which are best suited for serving the needs of the University and the public. This may require employees to work more than their standard schedule. Schedules may vary from time to time. Employees may only pursue college level courses outside of their standard work schedules.

Workplace Safe

An employee who suffers whatever injury on the task must report it at once to his or her supervisor. Within 24 hours, Health Services, Public Safe, or Human Resource must be notified and an accident report form completed. If the injury is certified by the doctor equally constituting a Workers' Compensation example, the employee must fill up out designated forms in order to exist paid benefits under the Workers Compensation Law.

Webster University seeks to provide for the rubber of student's kinesthesia, staff and visitors and our buildings and property by eliminating or reducing threats of violence in our Webster learning, living and working environments. The University is committed to maintaining learning, living and working environments free from dangerous weapons, violence and/or threats of violence.

When circumstances warrant and/or at the discretion of the Administration, the University may be closed due to bad weather or other reasons such as a government holiday which causes closing of an education center on a military base. If possible, bad weather or other emergency closings will be appear on local radio and television stations besides as Public Safety communication alerts and emergency alerts via "Webster Alerts". All employees are strongly encouraged to sign up.

In example of snow, the term "snow schedule" means employees should study to work at 10 a.m. Facilities Operations and Public Safety employees required to piece of work during approved closure due to snow volition be paid fourth dimension and a half their regular rate of pay in addition to regular pay resulting from the closure.

Closure pay is based upon the employee'due south authorized working day. Employees will receive their regular pay based on their standard schedule during periods when the Academy is officially closed. Employees who are on sick leave or vacation at a time when the University is airtight volition not receive closure pay. Hourly (non-exempt) employees specifically instructed by supervisors to piece of work on a closure solar day will receive pay for hours worked plus regular pay for their normally scheduled hours.

Webster University provides a drug-gratis workplace and operates within the guideline set forth in the Anti-Drug Abuse Act of 1988. Information about these guidelines may exist obtained from the Human Resources Office.

St. Louis Campuses: Submit a request through Maintenance Direct for facilities-related requests, such as building repairs, trash removal, and office moves.

Note: For security purposes, users are required to create a password to access the organisation. To set a password for your business relationship, type your Webster email address in the login field and selectForgot Password?. An email with related instructions will be sent to the user to reset their password.

Submit a Maintenance Asking

Employees are expected to have proper steps to protect personal and University property from theft and harm by locking offices and other work areas when in that location is no i nowadays, and by taking intendance of supplies and equipment. If theft or damage does occur, employees are expected to report it to their supervisor and to the Public Safety Role.