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Regular full-time staff employees earn 10 days of paid annual leave during their first 12 months of employment and 15 days of paid annual leave during the second year of employment. Employees with five through fifteen years of service accrue 18 days of paid annual leave. Employees with more than 15 years of service accrue 20 days of paid annual leave each year of employment. Regular part-time employees earn annual leave on a prorated basis. Three months of employment must be completed before the accrued annual leave is used. Up to 120 hours may be carried over to the new fiscal year which begins July 1st.

Faculty leave information is available in the .

The PPO dental insurance plan offers employees the ability to see the dentist of their choice or a network dentist. Semi-annual cleanings are covered at 100% when using a network provider. Other treatments are covered at either 80% or 50%, after an annual deductible has been met. There is a calendar year maximum benefit for dental services. Orthodontia benefits are also available for children and adults; a separate lifetime maximum benefit applies.

Employee paychecks may be directly deposited into most area banks, credit unions or savings and loans.

The EAP provides valuable services at no cost to employees and their family members in the form of services, such as short-term counseling and legal and financial consultations.

The Recreation and Athletic Center provides students, faculty, and staff with first-rate athletic facilities, including fitness center, basketball court, and racquetball/handball courts.

This tax-savings benefit allows employees to set aside money each calendar year to pay for eligible health care and/or dependent care expenses through pre-tax payroll deductions.

Medical protection plans are available for regular employees. Spouses and eligible children may also be covered. Coverage is available on the first of the month coinciding with or following the date of hire.

This tax-savings benefit is available to employees enrolled in the High Deductible Health Plan. The university makes non-taxable contributions to the account on behalf of the employee. Employees may also add additional payroll contributions on a pre-tax basis.

St. Edward's is closed for the following holidays: July 4th, Labor Day, SEU Founder's Day (3rd Friday in October), Thanksgiving (Thursday & Friday), Christmas Eve through New Year's Day, Martin Luther King Jr. Day, Good Friday, Memorial Day and Juneteenth. Student holidays are reflected in the Academic Calendar. View the .

St. Edward's University understands the importance and benefits of breastfeeding for babies and extends support by establishing guidelines to support for staff and faculty who choose to continue breastfeeding, nursing, or expressing milk after returning to work. Although lactation areas are primarily intended for use by employees, students who are nursing parents may also have access to lactation areas. Providing lactation accommodations aligns with the university's commitment to supporting individuals to balance school, work, and personal lives.

Currently, there are two dedicated rooms to meet the needs of nursing parents — John Brooks Williams South building, room 272, and Fleck Hall, room 202. The designated lactation rooms are not single-user rooms, therefore, signage at each location shall indicate when a room is currently occupied. If multiple individuals require the use of the lactation room at the same time and are comfortable sharing the space, access to the locked room should be permitted. Each room is secured and equipped with a lock, refrigerator, seating, and electrical outlets. Employees may, of course, use their private office area for if they prefer.

The university provides all regular employees with basic life insurance coverage at 1x their annual base salary (up to $250,000). An equivalent amount of AD&D coverage is also provided. Coverage is reduced at age 65 and 70.

This salary continuation plan pays up to 60% of a covered employee's monthly salary after a period of total disability lasting more than 6 months. The university pays the entire premium for all eligible employees (employees appointed for 6 months or longer at half-time or greater). Coverage is effective the first day of the month following the employment date for exempt employees and the first day of the month following the completion of two years of regular employment for non-exempt employees.

For on-campus employee parking, including the parking garage on Moody Drive, you must purchase an annual, tax-free parking permit through payroll deduction.

Employees are automatically enrolled into the university's Retirement Plan after one year of eligible service. Employees may contribute 5% of their monthly salary on either a pre-tax or an after-tax (Roth) basis and the university contributes 7%. Employee contributions will default to the pre-tax option. Employees who are interested in the Roth option will need to complete a form. Employees may select one of the investment choices offered in the TIAA lineup or choose to be automatically enrolled in a default lifecycle fund. Those wishing to opt-out must complete and submit the appropriate paperwork. Prior higher education service credit is available to eligible employees.

Faculty: Regular, full-time faculty employees accrue paid sick leave at the rate of one week per semester credited in August and January during their first year of eligible employment. Beginning with the second year of regular employment, full-time faculty employees receive one calendar month of sick leave credited at the beginning of the fall semester. Regular, part-time faculty employees accrue paid sick leave on a prorated basis. A total of 6 months of accrued, unused sick leave may be accumulated.

Staff: Regular full-time staff employees accrue paid sick leave at the rate of 8 hours per month. Regular part-time employees accrue paid sick leave on a prorated basis. A total of 640 hours of accrued unused sick leave may be accumulated.

This salary continuation plan pays up to 60% of a covered employee's weekly salary after a period of disability lasting more than 7 days. The employee pays the entire premium for this optional coverage. Coverage is available the first of the month coinciding with or following the date of hire.

The Supplemental Retirement Plan is available to all employees and is administered by TIAA. This plan may be of special interest to employees not yet eligible for the retirement plan or who may wish to contribute more than the 5% permitted under the retirement plan.

The Supplemental Retirement Plan Roth Option is available to all employees and is administered by TIAA. This plan may be of special interest to employees who wish to make after-tax contributions to the retirement plan.

All regular employees and their eligible dependents may participate in the voluntary Supplemental Term Life Insurance Plan.

is open to children of full-time regular employees who have at least three years (36 months) of continuous service at the time the student enrolls.

Following the completion of three months of regular employment, a full-time (40 hour) employee may enroll in six tuition-free hours per semester at St. Edward's. The spouse and child(ren) of regular full-time employees may take courses at a 50% reduction in tuition. Effective the first of the semester following the completion of two years (24 months) of regular, full-time service, the dependent benefit increases to a 100% reduction in tuition. Employees who are enrolled at St. Edward's for more than six credit hours per semester are not eligible for this benefit. Part-time employees (less than 40 hours) are not eligible for tuition remission.

The is a federal program that forgives the remaining balance on your Direct Loans after you have made 120 qualifying monthly payments under a qualifying repayment plan while working full-time for a qualifying employer. ¶¥¼¶¹ú²úÊÓƵ is a qualified employer for the PSLF program as a tax-exempt entity under Section 501(c)(3) of the Internal Revenue Code (IRC).

Employees are eligible for membership and may authorize deductions from their paychecks to the credit union and/or have their paychecks directly deposited in their account.

The vision plan offers participants an annual exam through one of the network providers. Co-pays and allowances are provided for glasses and contact lenses. Discounts are available for Lasik procedures.

Worker's Compensation Insurance pays all reasonable costs of medical care resulting from an on-the-job injury. Injuries must immediately be reported to the employee's supervisor and Human Resources.