St. Edward's University offers a variety of benefits to help employees and their families maintain health and provide financial protection.
Current Employees: View your current benefit options and other benefits resources and forms. Whether you're a faculty or staff member, it’s important that you review your options each year and ask any questions to make sure you are participating in the plans that meet your needs.
The benefits information below is only a summary and is not intended as a substitute for more detailed plan documents. Although every effort is made to ensure accuracy, benefits are subject to change at any time with no advance notice. If you wish to obtain additional information, please contact the Office of Human Resources.
St. Edward's is closed for the following holidays: July 4th, Labor Day, SEU Founder's Day, Thanksgiving (Thursday & Friday), Christmas Eve through New Year's Day, Martin Luther King Jr., Day, Good Friday and Memorial Day. Student holidays are reflected in the Academic Calendar. View the staff holiday schedule.
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.
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 the second year of employment and every year thereafter. Regular part-time employees earn annual leave on a prorated basis. Six months of employment must be completed before accrued annual leave is used. Up to 120 hours may be carried over to the new fiscal year (July 1st).
Faculty leave information is available in the faculty manual.
Medical protection plans are available for regular employees. Spouse and eligible children may also be covered. Coverage is available the first of the month coinciding with or following date of hire.
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.
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.
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.
All regular employees and their eligible dependents may participate in the voluntary Supplemental Term Life Insurance Plan.
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.
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.
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 date of hire.
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.
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 Salary Reduction Agreement 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.
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.
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.
WCI 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.
Employees are eligible for University Federal Credit Union membership and may authorize deductions from their paychecks to the credit union and/or have their paychecks directly deposited in their account. For information visit
Employee paychecks may be directly deposited into most area banks, credit unions or savings and loans.
Following the completion of three months of regular employment, a full-time 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 three years 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 are not eligible for tuition remission.
Tuition Exchange is open to children of full-time regular employees who have at least three years continuous service.
The Recreation and Convocation Center provides students, faculty, and staff with first-rate athletic facilities, including an indoor swimming pool, fitness center, basketball court, and racquetball/handball courts.
For on-campus employee parking, including the parking garage on Moody Drive, you must purchase an annual tax-free parking permit through payroll deduction.