This section has been prepared to familiarize you with the major human resources policies that affect your employment at the university. We hope you will use it as a handy reference for questions you may have about university human resources policies.
Because policies and procedures undergo constant study and revision, the Staff Handbook cannot include all details of the University of Missouri's complex structure and organization. Therefore, please use this as a general reference only. As you read the policies presented, you will notice that each policy is followed by a reference number. The policy reference number guides you to a detailed policy description in the Human Resources Policy Manual. The Human Resources Policy Manual and appropriate legal documents take precedence over the Staff Handbook, and they should be consulted when exact text is required. If you have questions relating to your employment that are not answered by your handbook, you are encouraged to refer to the Human Resources Policy Manual or to ask your supervisor, department head or campus Human Resource Services for assistance. A copy of the Human Resources Policy Manual is available at campus Human Resource Services. A reference copy is also available in your campus library. The Human Resources Policy Manual also is available online at www.umsystem.edu/ums/departments/hr/manual. For assistance in accessing the Human Resources Policy Manual, contact your campus Help Desk.
We have attempted to anticipate most of your questions and provide answers in your handbook. However, for those questions the handbook does not address, your department supervisor or Human Resource Services will be able to help you.
Each member of the administrative, service and support staff must be designated as regular, nonregular or per diem. A regular employee is defined as an administrative, service and support staff member expected to work at least 75 percent FTE with an indicated appointment duration of at least nine months. All regular employees are benefit eligible. Service credit under the UM retirement program requires a minimum of 1,500 hours worked per year.
A nonregular employee is an administrative, service and support staff member whose appointment does not qualify for regular employee status as defined. Employees may be reappointed beyond the initial appointment, but in no instance may a nonregular employee work 1,500 hours or more per year, based on date of hire. (Sept. 1 to Aug. 31).
A per diem employee is an administrative, service and support employee whose appointment is not a part of an operating unit's regular work schedule and is scheduled to work only on an "as needed" basis. Work may be scheduled prospectively but should be considered as "elected" by the employee. Due to the nature of such an appointment, the employee may work as many hours as he/she elects, as approved by the university, without becoming eligible for university benefit programs. Such an employee is not extended benefits or rights of university employment policies for regular employees and may be excluded from future service at any time. Per diem employees are provided an hourly rate of pay following approved rate schedule(s). In all such per diem designations, approval is required by the vice president for human resources. (HR 101)
Equal opportunity shall be provided for all employees and applicants for employment on the basis of their demonstrated ability and competence without discrimination on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability and status as Vietnam-era veteran. This policy shall not be interpreted in such a manner as to violate the legal rights of religious organizations or military organizations associated with the Armed Forces of the United States of America. The university will adhere to the federal requirements of the Rehabilitation Act of 1973 with all of its amendments, and the Americans with Disabilities Act, Civil Rights Act of 1964, Executive Order 11246, Equal Pay Act of 1963, Age Discrimination in Employment Act of 1975, Executive Order 11141, Title IX of the Educational Amendments of 1972, Immigration Reform and Control Act, the Vietnam Era Veterans Act of 1974, and other applicable state and federal laws. Inquiries regarding the application of federal regulations to the university may be directed to Human Resource Services or the campus director of affirmative action/equal employment opportunity. (UM administration should contact human resources.)
As an equal opportunity employer, the university promotes and maintains affirmative action programs to ensure that all individuals participate fully in every facet of employment opportunities. (HR 102)
The University of Missouri provides equal employment opportunities with reasonable accommodation, when appropriate, to qualified applicants and employees with disabilities. The university also provides to employees, students and members of the general public who have disabilities equal access with reasonable accommodation, when appropriate, to university services, programs and activities.
The University of Missouri is committed to providing a positive work and learning environment where all individuals are treated fairly and with respect, regardless of their status. Intimidation and harassment have no place in a university community. To honor the dignity and inherent worth of every individual student, employee, or applicant for employment or admission is a goal to which every member of the university community should aspire and to which officials of the university should direct attention and resources. (HR 119)
The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited on all university-owned or controlled property and at university-sponsored or supervised activities. The university has an obligation to provide a healthy and safe environment for all students, employees and visitors to its campuses.
The university offers the following resources to employees and students: education and information about the dangers of drugs and alcohol abuse in the workplace; programs that address unlawful controlled substance and alcohol use, including personnel actions that may result from such violations; self-referrals, as well as supervisory referrals, to drug and alcohol counseling and rehabilitation programs available through the Employee Assistance Program and/or community agencies. (HR 508)
The University of Missouri, in accord with providing a positive discrimination-free environment, mandates that sexual harassment in the workplace or the educational environment is unacceptable conduct. Sexual harassment is subject to discipline, up to and including separation from the institution.
Sexual harassment is defined as: unwelcome sexual advances or request for sexual activity by a university employee in a position of power or authority to an employee or a member of the student body, or other unwelcome verbal or physical conduct of a sexual nature by a university employee or a member of the student body to an employee or a member of the student body, when: submission to or rejection of such conduct is used explicitly or implicitly as a condition for academic or employment decisions, or the purpose or effect of such conduct is to interfere unreasonably with the work or academic performance of the person being harassed, or the purpose or effect of such conduct to a reasonable person is to create an intimidating, hostile or offensive environment.
The university prohibits retaliation against any person who brings an accusation of discrimination or sexual harassment, or who assists with the investigation or resolution of sexual harassment. The university may discipline an employee or student who has been determined to bring an accusation of sexual harassment in bad faith. (HR 510)
To determine suitability for employment or continued employment, the University of Missouri has the right to check the criminal conviction records of any employee or applicant for employment. Consideration will be given to the relationship between the conviction and the responsibilities of the position that is or will be held. A relevant job-related conviction is grounds for termination of employment or non-selection of an applicant.
Conviction is defined as including all felonies and misdemeanors except minor traffic violations in relation to any position that does not require driving. For positions that require operation of a motor vehicle the term conviction shall include minor traffic violations. Falsification of application materials, including failure to disclose criminal convictions, is grounds for termination of employment or non-selection of an applicant. (HR 504)
The University of Missouri strives to provide a safe and secure work environment for all employees. Toward this end, intimidation, threats and acts of violence, with or without the presence of a weapon, will not be tolerated. Individuals found to engage in behavior in violation of this policy will be subject to discipline up to and including termination.
Employees who are the victims of violence, believe they may be the recipients of violence, or who have knowledge of potential violence against others, are encouraged to promptly notify an appropriate administrator, University Police and/or human resources. (HR 517)
University employees shall faithfully discharge their duties and shall refrain from knowingly engaging in any outside matters of financial interest incompatible with the impartial, objective and effective performance of their duties. Employees shall not realize personal gain in any form, which would influence improperly the conduct of their university duties. Employees shall not knowingly use university property, funds, position or power for personal or political gain. Employees shall inform their supervisor in writing of reasonably foreseen potential conflicts.
Conduct by an employee that violates the university's policies, regulations or rules pertaining to conflict of interest may lead to disciplinary action. (HR 507)
All new, regular administrative, service and support staff are to attend the first formal orientation session offered after they begin their employment. Nonregular employees are also encouraged to attend.
To facilitate attendance, formal orientation sessions are scheduled at frequent intervals. Orientation session schedules may be obtained from Human Resource Services. The orientation program will provide useful and necessary information concerning staff responsibilities, benefits, educational opportunities, history, programs, facilities and major policies of the University of Missouri.
Department supervisory personnel are responsible for providing each new staff member with the necessary on-the-job orientation. (HR 108)
Unauthorized or excessive personal use of computers or equipment is prohibited if it overburdens a network, results in substantial use of system capacity or otherwise subjects the institution to increased costs or risks. Users of university computer resources have the responsibility to respect intellectual property rights of authors, contributors and publishers in all media and to protect user ID, password and system from unauthorized use. They must also adhere to the terms of software licenses and other contracts and to other university and data access policies. (HR 518)
Each campus provides university identification cards for employees. ID cards remain valid for the duration of employment. Cards must be surrendered upon termination of employment. Lost ID cards must be reported to your supervisor, campus police and Human Resource Services. A new card will be issued for replacement or when other changes make a card outdated.
You may be required to present your ID card in order to be admitted to or participate in various university programs or use of facilities. (HR 302)
The following information regarding your employment may be released in response to requests received from outside the university:
Other employee information is considered confidential and may be released to individuals outside the university only upon authorization of the president, the chancellor or his/her designated representative.
Under normal circumstances, no employee information shall be released without the written authorization of the employee concerned. Security measures are to be taken to prevent unauthorized disclosure of employee information.
This policy is not intended to preclude a faculty or staff member from responding to a reference based upon his/her personal knowledge of an individual. (HR 114)
All new, regular employees must serve a probationary period of six months. This probationary period gives you time to learn the duties of the job and decide whether the job is right for you. During the probationary period, you must demonstrate your ability to satisfactorily perform the job for which you were hired. If your work is judged to be unsatisfactory, you may be dismissed at any time during the six-month probationary period.
During the probationary period, if you experience problems in performing the duties assigned to you or you have concerns about your performance, you should discuss these matters with your supervisor. Under unusual circumstances, the probationary period may be extended up to three months. However, no employee may remain on probation for longer than nine months.
Employees who have completed their six-month probationary period and who are subsequently transferred or promoted must serve a one month qualifying period in the new position. If during this time period it is determined that the employee is not qualified or the employee does not wish to continue in the new position, the employee will be returned to the previously held position, if available, or a comparable one in the department, if available, or be placed on a six-month leave of absence from the former department to be considered for available openings in the department and on the campus as they occur. If the employee does not find employment on the campus within the six-month period, the employee will be terminated. (HR 109, HR 112)
Attendance and punctuality are important to the university. Every employee is expected to work when scheduled and to arrive on time. The effectiveness of every work group depends on people working together and coordinating their efforts.
Tardiness. You should always notify your supervisor if you anticipate being late to work or absent. However, there are times when unforeseen circumstances occur. If you expect to be late, you are required to call your supervisor. Be sure to contact your supervisor when you arrive at work.
Absence. As soon as you know you must be absent from work, you must notify your supervisor. Employees absent without previous permission or without notifying their supervisors are subject to disciplinary action, including termination. (HR 107)
If you are classified as non-exempt, you will be paid overtime at one and onehalf times your normal rate for all hours you work over the normal 40 hours in a workweek, or in excess of the approved standard for police and certain hospital employees. Departments that have approval may give employees compensatory time off in lieu of immediate overtime pay, at a rate of one and one-half hours for each overtime hour worked.
For the purpose of this policy, hours worked in a workweek will include all time off with pay. (HR 211, 215)
All non-exempt employees who work a shift other than the normal daytime shift will be paid a premium hourly amount (shift differential) in addition to their regular pay.
The evening shift is one that regularly starts on or after 2 p.m. but before 10 p.m. The night shift is one that regularly starts on or after 10 p.m. but before 4 a.m. Shift differentials shall be paid only to those employees who work at least a full eight-hour shift. Exception: An employee called in for the remainder of a shift will be paid applicable shift differential. Shift differentials shall be included in determining overtime compensation. (HR 213)
Whenever possible, you will be provided with two 15-minutes rest periods each day. The number of rest breaks you may receive depends on the nature and scheduling of the work you are doing. Your department supervisor will schedule appropriate times when rest periods may be taken. (HR 503)
The following are the eight paid holidays for regular administrative, service and support employees:
When a holiday falls on Saturday, the preceding Friday will be observed as a paid holiday. When a holiday falls on Sunday, the following Monday will be observed as a paid holiday. Holiday pay for regular, 99 percent to 75 percent full-time equivalence (FTE) will be determined on a pro rata basis.
All regular staff members receive paid time off for designated university holidays in proportion to their FTE, up to a maximum of eight hours. All nonexempt regular employees required to work on a holiday will receive one and a half times their straight-time wage rate for the hours worked in addition to their normal pay. Employees working on a holiday will not receive both premium pay for the holiday hours worked and weekly overtime pay for the same hours. In no case will premium pay and overtime pay be pyramided or duplicated. For purposes of computing pay for more than 40 hours in an employee's workweek, a holiday for which the employee received holiday pay will be counted as time worked. Employees failing to work on a holiday when scheduled are not eligible for pay. When a holiday falls on a normal day off for employees who work non-standard schedules, equivalent time off may be granted on another day. If another day off cannot be arranged, the employee will be paid for the holiday. Exempt regular employees will receive compensatory straight time off if required by their administrative superior to work on a holiday.
In order to receive holiday pay, you must have been in pay status the last regularly scheduled work day preceding the holiday and the first regularly scheduled work day following the holiday. Holidays are considered to extend over a 24-hour period. Premium pay for the holiday will be paid for all hours worked on the day of the official university holiday.
If you are on vacation status during the time a holiday occurs, you may exclude that day in calculating the number of vacation days used.
Observance of special religious holidays may be permitted by the head of a department. In such cases, time off is charged to accumulated vacation time, excused absence without pay or personal days. (HR 401)
Regular administrative, service and support staff shall be entitled to paid vacation time accrued from the date of employment in accordance with the table below. Employees working 99 percent to 75 percent FTE accrue vacation time on a pro rata basis.
Office, technical, service and maintenance employees, designated as nonexempt from overtime, accrue vacation at the following rate:
| Length of Service | Annual Accrual | Maximum Accrual |
|---|---|---|
| 5 years or less | 12 work days | 24 work days |
| Over 5 years | 17 work days | 34 work days |
| Over 15 years | 22 work days | 44 work days |
Administrative and professional employees, designated as exempt from overtime, accrue vacation at the following rate:
| Length of Service | Annual Accrual | Maximum Accrual |
|---|---|---|
| 5 years or less | 17 work days | 34 work days |
| Over 5 years | 22 work days | 44 work days |
Note: Accrual rates shown apply only to full-time employees. Regular employees with less than 100 percent FTE (99 to 75 percent) accrue vacation time on a pro rata basis. Vacation time is not earned unless the probationary period is satisfactorily completed. (HR 402)
Regular administrative, service and support employees will be credited with four personal days with pay each year on their anniversary date. Personal days are to be used at the employee's discretion, subject to supervisory review and approval.
Regular employees who are 99 percent to 75 percent FTE receive proportionate personal day benefits. Days designated as "personal days" must be taken before the anniversary date. Personal days may not be carried over from one year to the next.
Premium pay will not be associated with personal days except when counted in the calculation of hours worked each week for overtime purposes. If the request for a personal day is approved and the employee is required to work on the previously approved personal day, he/she will be paid one and a half times for hours worked and be credited with another personal day, or may elect to receive regular pay for the personal day.
Two personal days may be used during the first six months of employment during the probationary period. If the probationary period is extended, the employee may use the remaining two personal days with the balance to be used before the end of the first year of employment. (HR 403)
All regular employees receive 12 days of sick leave per year. These days accumulate at the rate of one working day per month during completed, continuous service. However, no sick leave may be taken until it has been accrued. If you work 99 percent to 75 percent FTE, you receive proportionate sick leave benefits.
You may request sick leave for personal illness or injury and, if necessary, for medical or dental appointments. If you must use sick leave for such appointments, please request leave as far in advance as possible.
You may also use up to 12 days of accumulated sick leave each calendar year for illness in the immediate family. For purposes of this policy, immediate family includes: mother, father, husband, wife, son, daughter, brother or sister, wherever they may live, and related persons living in the immediate household of the employee. This time may also be used for the purpose of placement of an adoptive child in the employee's home or the care of that child immediately after placement.
You are expected to be on the job at all times, but if you have to be absent, you must notify your supervisor as soon as possible. If you cannot call, have a member of your family or friend call. The work in your department must go on, so your supervisor will have to make arrangements for someone else to take over your responsibilities. If you can, please advise your supervisor as to when you think you will be able to return to work.
Administrative, service and support employees will receive additional creditable service in calculating retirement benefits for all unused sick leave. Disability due to pregnancy is treated as any other illness or disability. (HR 404)
All employees, including students while in an employment status and recognized volunteers, are covered under workers' compensation. Medical expenses and compensation are paid to any covered individual who is either injured in a work-related accident or incurs an occupational disease. Death benefits are provided should the injury or disease result in death. Medical expenses and compensation are payable as prescribed by state or other statutes, and not by the university.
A three-day waiting period, beginning the next calendar day following the on-the-job illness or injury the employee is unable to work, is determined by the authorized physician. No workers' compensation is payable during this period unless the disability lasts beyond 14 calendar days. In this case, compensation for the waiting period is allowed.
Further information and assistance are available from the campus safety representative (Workers' Compensation Coordinator, Department of Risk and Insurance Management, University Administration). (HR 307, HR 409)
If you are called for jury service, you should notify your supervisor as soon as possible of the date you will be required to be absent and, when possible, the probable length of time involved. You will be excused from your job, without loss of pay, for the reasonable period of time required for such jury service. In addition, you may keep any pay you receive for your required jury service. (HR 410)
If you are eligible to vote in any local, state or national election in the state of Missouri, you will normally be able to vote before or after work. If your hours of work give you three successive hours on election day between the opening and closing of the polls when you are not on duty, you will not be eligible for any paid time off for the purpose of voting. However, if such a three-hour period cannot be achieved in this manner, you will be excused from your duties for a period of time for voting, not to exceed three successive hours, including off-duty time, between the opening and closing of the polls on the day of election.
If it is necessary to be absent during scheduled working time for the purpose of voting, you will be paid for that time provided that you have requested permission in advance.
Your supervisor shall have the right to specify the time when you shall be relieved from duties and services to provide the three successive hours for voting. If you reside in an adjoining state, the same policies will apply for national elections and primaries held in preparation for national elections, but not for state and local elections. (HR 411)
If you are a regular employee and a death occurs in your immediate family, you will be granted a maximum leave of three days (24 hours) leave without loss of pay or vacation during the period starting on the date of death and ending on the second calendar day after the funeral. Such time should be provided on a pro rata basis for an employee who works 99 percent to 75 percent FTE.
"Immediate family" means husband, wife, parent (including stepparent), grandparent, great-grandparent, grandchild, son, daughter, brother or sister, mother-in-law, father-in-law, and foster children who have become members of the family. If the schedule allows, any additional days off must be charged to vacation, personal days, or taken as excused leave without pay. (HR 412)
All employees who are or become members of the Armed Forces of the United States are entitled to leave of absence without loss of pay or vacation when engaged under official orders in the performance of emergency mobilization or annual training. However, you will not receive university pay for more than 15 scheduled working days per federal fiscal year.
You will be granted military leave without pay for the initial term of military service up to five years, or if you are a reservist or a member of a National Guard unit called to active duty. Military leaves of absence of 30 calendar days or more may be granted.
When released from active duty under honorable conditions, you may be reinstated in your former position, if it still exists, or one of similar status and pay without loss of seniority. However, you must apply for reinstatement within certain specified time periods after release from active duty and be physically and mentally capable of performing the duties of the job. If the job no longer exists, every attempt will be made to place you in a similar position. If you have become physically or mentally unqualified to perform the duties of the former position, you shall be offered employment for a position for which you are qualified. (HR 405)
In order to preserve the employee's employment rights and benefits, all regular employees may be granted a leave of absence only if the employee has a bona fide intention to return to the university following the leave. A leave of absence may be granted for periods of 30 calendar days up to one year, but not extending beyond the ending date of the employee's appointment.
A leave of absence without pay may be granted when the requirements of the department permit, when such leave is for prolonged illness or injury, or for any exceptional personal or institutional reason. Leaves of absence without pay may be granted only after all appropriate accumulated leave has been used. Such leave must be requested by the employee and recommended by the department chairperson or administrative head and approved in accordance with the delegation of authority. Unpaid leaves of absence of less than 30 calendar days may be approved by the department chairperson or administrative head and are handled as an excused absence.
Upon expiration of leave of absence, an employee is eligible for reinstatement to the former position or to one of similar requirements and compensation in the same department or division from which the leave was granted. Should a position not be available at the time of return to work, the leave of absence may be extended up to six months or until such time as a position for which the employee is qualified becomes available. Failure to return to work upon expiration of the leave of absence or when a position becomes available results in termination of the employee's services. (HR 408)
The university will provide up to twelve (12) weeks within any 12-month period (or twenty-six (26) weeks for specified family members of military personnel) for a family or medical leave to any individual who has been employed for at least 12 months at the time of the leave and has worked at least 1,250 hours in the 12-month period preceding the leave. The leave may be for any of the following reasons: birth of an employee's child(ren); adoption of a child or official placement with the employee for foster care; care of a son, daughter, spouse or parent (not parent-in-law) having a serious health condition; or incapacity of an employee as a result of a serious health condition. Vacation and other paid leave programs must be used as part of the 12-week period. Advance notice is required, if possible.
Up to twenty-six (26) weeks of leave may be taken during a single 12-month period to care for a spouse, son, daughter, parent or next of kin recovering from an illness or injury incurred in the line of active duty while in the Armed Forces or National Guard or Reserves. (HR 407)
The seniority of regular employees consists of their relative tenure with respect to other employees in their occupational group (for service/maintenance employees) within their respective department; the department; and campus/university. Seniority accumulates from the first day of employment in the employee's group or special skill, but an employee is not entitled to benefits of seniority until successful completion of the probationary period. (HR 501)
Vacancies are often filled by internal promotion. The university's philosophy is that good job performance should lead to better opportunity for individual employees. The normal avenue of promotion will be within the department where you work. You may prepare for promotion through excellent performance of your present job and by demonstrating you are capable of assuming added responsibilities or extra study in your chosen field.
To advise you of opportunities for promotion or advancement, job vacancies on each campus are announced by means of bulletin board and online postings. Transfers and promotions require coordination between department heads and approval by Human Resource Services. Transfers may be made among departments and campuses without loss of benefits, accumulated vacation, sick leave or personal days. An employee must have successfully completed the six-month probationary period and be in good standing in order to be eligible for transfer.
You are free at any time to inquire, through Human Resource Services, about vacancies on your campus and to advise Human Resource Services of other positions in which you have an interest. (HR 207–209) See also probationary period. (HR 109, HR 112)
Employees who separate from the university, except in the case of retirement or layoff, will be removed from the payroll on the last day of actual work. Compensation for vacation time will be included in the final paycheck.
Employees terminating their employment must give at least two weeks' advance notice in order to resign their positions in good standing. In turn, employees must be given two weeks' advance notice if being terminated because of circumstances for which they are not responsible, such as discontinuation of job, reorganization, etc.
Advance notice is not required when termination is a result of incidents which in and of themselves are so serious as to justify immediate summary discharge. It is also not required if there is a failure to meet punctuality or attendance standards, misconduct, abuse of privilege, violation of university policy or when progressive discipline has been followed. Upon termination, employees must return their keys, ID cards or badges, and other equipment or items issued to them to perform their job. (HR 118, 226, 601)
When you have questions or problems related to your employment, you are encouraged to discuss such matters informally with your supervisor to obtain appropriate answers or advice. If you want further informal consideration, you should feel free to consult with your department head or with Human Resource Services regarding your problem. Experience shows that many potential misunderstandings can be cleared up in this manner. At this stage you may also wish to seek advice from Human Resource Services (general grievances).
If the informal discussion does not resolve the matter to your satisfaction, the university grievance procedure may be utilized if you have completed your probationary period or if the issue involved is one of prohibited discrimination including sexual harassment or of application or interpretation of the university's human resources policies and procedures. If you wish to pursue a formal grievance, you must submit the unresolved issues in writing to your immediate supervisor, department head or designated representative within 10 days of the date the grievable matter occurred. On the following page, you will find a diagram that outlines the various steps in the grievance procedure.
A copy of the grievance procedure may be obtained from Human Resource Services. A detailed grievance procedure is outlined in the Human Resources Policy Manual. (HR 502)
To provide support for work-related success, the university offers a broad range of training and development programs. These include courses and seminars, adult education and self-instruction. All campus offerings stress institutional improvement and personal growth and are facilitated by the expertise of the university's faculty and staff. Many programs are scheduled during work hours, while others are held during off-duty hours. Participation requires approval of your supervisor. If interested, you should contact Human Resource Services (Center for Education and Development, University of Missouri Health Care) regarding specific programs and enrollment requirements. (HR 304)
The university provides you with the opportunity to enroll in courses for credit at a reduced rate. After six months of continuous service, regular employees (except staff on unpaid leave of absence, students or staff in positions considered to be student employment) may enroll in up to six credit hours of college level credit courses each semester and three credit hours during the summer session or intersession. Employees on regular, ninemonth appointments may enroll for not more than the maximum number of hours allowable by that campus during the summer session, if they do not hold an appointment for the summer.
When you enroll for credit courses through this program, you pay only 25 percent of the Educational Fee and Supplemental Fee. No Educational Fee or Supplemental Fee is charged if you audit courses (except through the Center for Independent Study and MU Direct Continuing and Distance Learning) and do not take them for academic credit. All other fees are charged at the normal rate.
Before you can benefit from the Educational Assistance Program, you must file an application to enroll with the director of admissions and registrar, meet student admission requirements and remain an employee through the end of the course. Participation in the program is contingent on supervisory approval, workload, scheduling and other departmental considerations. (HR 303)
The university provides a 50 percent reduction of Educational Fees for youreligible spouse and/or dependent child(ren) for up to 140 hours of University of Missouri college credit courses each. For all undergraduate, graduate and professional courses, the reduction is based on the Educational Fee charged to a resident student enrolled in undergraduate courses.
To qualify, you must be employed as a benefit-eligible employee with five years of continuous full-time service immediately prior to the first day of the semester in which the student is enrolled. Activity fees, books and other expenses are the responsibility of the student. Your spouse and/or dependent child(ren) must meet all student admission requirements. You must submit the authorization for Educational Fee Reduction for Spouses and Dependents and any requested documentation of eligibility to your campus Human Resource Services office. (HR 309)
The university offers an array of benefit programs designed to meet a variety of employee needs. Enrollment in these programs is available to regular employees. The programs include: a pension plan, a supplemental retirement plan, medical plans, a dental plan, group term life insurance, supplemental term and group universal life insurance, dependent life insurance, accidental death and dismemberment insurance, long-term disability plan, long-term care insurance, a tax deferred annuity program, deferred compensation plan, vision benefits plan, commuter benefit program and a flexible spending account program.
Employees have 30 days from the date they become eligible for benefits to enroll for coverage in certain programs. Subsequently, enrollment changesare only allowed during the annual enrollment change period or in the case of a qualified family status change.
Detailed information regarding the specific benefit options availablecan be found in the Faculty and Staff Benefits Handbook at http://www. umsystem.edu/ums/departments/hr/benefits or obtained by contacting Human Resource Services or faculty and staff benefits representatives. New employees should contact Human Resource Services or faculty and staff benefits for detailed information.
The University of Missouri, in appreciation of service, recognizes employees by the presentation of service awards to regular employees after every five years of continuous service up to 45 years. Each campus has unique staff recognition and award programs, including programs such as service awards, special recognition awards, employee of the month and staff recognition week. (HR 305)