We want you to join Webster, and enjoy working with us

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

We are committed to provide our employees a stable work environment 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. We 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.

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Closings & Holidays (2020)

New Year's Day

January 1

Martin Luther King Day

January 20

Memorial Day

May 25

Independence Day (Observed)

July 3

Labor Day

September 7


November 26-27

Winter Holiday

December 24, 2020-January 1, 2021


As 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 actual hours worked on the holiday. (See Federal Fair Labor Standards Act and Overtime Pay policy).

Veteran's Day is a paid holiday for military campus locations if the education center on the base is closed for that holiday.

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

When a holiday falls in a week during which an employee is on vacation, it is counted as a holiday and not as a vacation day.

The University grants employees who observe major religious holidays other than those officially recognized by the University the option of taking vacation or a personal day for the homage. Only under emergency situations will the request be denied.


Closure Due to Weather or Other Causes

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 announced on local radio and television stations as well as Public Safety 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 snow, the term "snow schedule" means employees should report to work at 10 a.m. Facilities Operations and Public Safety employees required to work during approved closure due to snow will be paid time and a 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 day. Employees will receive their regular pay based on their standard schedule during periods when the University is officially closed. Employees who are on sick leave 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 day will receive pay for hours worked plus regular pay for their normally scheduled hours. 

Title IX Office

To offer an open learning and working environment, we’ve created a policy on sexual harassment. Our Title IX office offers support, training and reporting tools to help members of our University community. We’ve outlined these resources in our policy and encourage our community to engage with our team openly.

Our Team & Policy

Report A Policy Violation  

We’ve selected EthicsPoint to provide a simple, anonymous, risk-free way to confidentially report activities that may involve financial misconduct or violations of our policies. You may file a report on this website or by calling 1-866-294-9371.

Reporting Hotline

Annual Security & Fire Safety Reports: U.S. Extended Campuses

General Policies

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

Access the full Adjunct Teaching Policy (Staff)

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

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

Hourly (non-exempt) employees should avoid early arrival and late departures outside 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 be approved in advance by the employee’s supervisor. An employee who is absent without advance approval must report the reason for his or her absence as soon as possible on the first day of absence.

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 Resources if temporary, part-time, or in their initial training period.

An employee who is absent without permission and without an explanation or notice for a period of three (3) or more consecutive days may be considered to have resigned his or her position and may be terminated following review by the Chief Human Resources Officer or designee. Such termination shall be effective on the date of the commencement of such unauthorized absence.

Our Conflict of Interest policy provides ethical guidance on such matters as not accepting gifts or gratuities in excess of $100, among other important issues.

The University recognizes that its employees and Trustees perform different 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.

Access the full Conflict of Interest Policy

Access the full Corrective Action Policy, which includes related forms.

In compliance with the ADA, the University will not discriminate in its employment practices against any qualified individuals with disabilities on the basis of their disabilities and will 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

Webster University's Employment at Will policy describes the relationship between you and the University. 

Access the full Employment at Will Policy and Acknowledgement

Webster University prohibits unlawful discrimination based on the basis 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 by applicable local, state or federal laws, or is associated with a person who has or is perceived as having any of those characteristics.

The University expects all employees to support 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 not discriminate against any person who has complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Access the full Employment Opportunity Policy

As a means to support faculty in their transition from full-time employment to retirement, the university offers a Faculty Retirement Transition Program.

Access the Full Program Details

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

The Fair Labor Standards Act, referred to as the Federal Wage and Hour Law, applies to Webster University in the United States. This law governs minimum wages, overtime payments, hours worked and job classification.

Hourly (Non-Exempt) Employees

Non-exempt employees are paid hourly and are entitled to overtime pay that is time and one-half their regular rate of pay for each hour worked over the applicable threshold and the applicable work period. A work week is Sunday at 12 a.m. through Saturday 11:59 p.m. Hourly (non-exempt) employees will record all worked time online via “timestamp” on the automated time and attendance system in accordance to their assigned scheduleTime recorded will be rounded to the nearest quarter hour. Hours worked are associated with the day worked for purposes of overtime eligibility. Employees are eligible for overtime pay once they exceed 40 worked hours in a work week (note additional state requirements below). Time off for holidays or closure and on-call time will be considered “worked time” for determining overtime pay. All overtime work for hourly (non-exempt) employees must be assigned and approved in advance by the supervisor. The Federal Wage and Hour Law prohibits hourly (non-exempt) employees from working extra 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 hour where they provide a greater benefit to employees:

California: Hourly (non-exempt) employees who work in California are paid one and a half times their base wage for hours worked over 8 hours in a day and for the first 8 hours on the 7th consecutive 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 day in order to make up for previously missed work, they would indicate this is “California Make Up” time and overtime pay would not be required unless subsequently exceeding 12 hours of work in a day or 40 hours in the work week.

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


Salaried/Exempt Employees

Exempt job classifications are determined by the salary basis and duties test in accordance with federal and state laws. Exempt employees are paid a salary and are not eligible for overtime or compensatory time off. In accordance with the law, salaried (exempt) employees may not have their pay reduced for variations in the quantity or quality of work and must receive their full salary for any period in which they work with the exception of their first and last week of employment in a salaried role unless 1) they absent themselves in whole day increments; 2) they are on an approved Family Medical leave; or 3) they are on unpaid disciplinary suspension.

All salaried (exempt) employees should submit requests for any vacation, personal and sick time in whole day increments through the automated time and attendance system for approval by their supervisor in advance of the time off, where possible, or record the time off in a timely manner 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 leave, they should request benefit 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. However, the employer is charged with the responsibility of enforcing the regulations and is subject to audit by the government and to a fine for violations. Therefore, accuracy of the time record is required. Time records must reflect the exact time worked and the exact time off and employees must approve their time record submission each pay period as must the designated time approver.

It is generally recognized that in any human group, occasional disagreements will occur. In an ideal world, those disagreements and misunderstandings would be resolved through effective, two-way communication techniques. However, effective, two-way communication is not always possible in a time of conflict. Therefore, the University offers a grievance structure to assist in resolving disputes and insure a fair and equitable treatment of all employees.

Access the full Grievance Policy

Webster University ("Webster") provides numerous information technology resources for use by the Webster community to support its educational mission. The use of these resources must be consistent with the goals of the University. This policy applies to all University students, staff, administrators, faculty and others granted use of Webster University’s computer network resources. As a member of the Webster community, Webster students, staff, administrators and faculty are expected to act responsibly and to follow Webster's guidelines, policies, and procedures in utilizing information technology and electronic networks accessed by such technology.

Access the full IT Acceptable Use Policy

All Webster Groves campus employees are required to have a Webster University identification card. Cards are issued at the Office of Public Safety. The cards are to be presented to the Public Safety Officer upon request. Employees are responsible for updating cards annually at the Office of Public Safety. The identification card may also be used as a library card for the Emerson Library and as a security swipe card for after-hours access to designated buildings and departments.

The first 60 days of a person's employment at Webster are an initial training period. During this period an employee's abilities and work performance should be regularly evaluated by the supervisor. If for any reason, on or before the end of this 60-day period, it 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 not the position he or she wants, the employment may be terminated at that time.

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

NRLA Posting, Employee Rights

We are committed to non-discrimination and equal opportunity in the treatment of students, faculty and staff. The University considers employment, admissions, financial aid, programs, and activity applications without regard to race, sex, sexual orientation, gender identity, color, creed, age, ethnicity or national origin, religion, genetic information or disability. 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 discrimination, harassment, or other conduct prohibited by Webster University’s 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
Title IX Coordinator
Interim Head of Webster University's Title IX Office
200 Hazel, Office #5
St. Louis, MO 63119

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

Cheryl Fritz
Chief Human Resources Officer
Webster University
470 E. Lockwood Ave.
St, Louis, MO 63119

The Payroll Office 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 state regulations.

All employees, including students, are strongly advised to establish a direct deposit with their existing bank 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 will be issued in a check mailed to the employee’s address 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 University. Upon receipt of a notice of resignation, the University reserves the right to ask an employee to leave immediately without obligation for additional pay. In such cases, up to two weeks of pay will be provided in lieu of notice. It is expected that an employee report to work on his or her last day of employment. Should an unexpected absence occur on the scheduled last day of work, the employee’s termination date will be modified to the last day worked.

Webster University is committed to the on-going development of its staff and to providing an environment and resources to allow employees to develop and grow 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 (non-exempt) employees will be paid for travel time beyond the time it normally takes to commute to work. Once at the destination, hourly (non-exempt) employees will be paid for their time while attending the development program. Hourly (non-exempt) employees will not be compensated for voluntary gatherings outside of the approved development program. Note that college-level courses may not be taken during an employee’s standard work schedule.

All employees of Webster University are expected to work the schedule established by their supervisor. Time is rounded to the nearest quarter hour, so employees need to be attentive to entering a time stamp within seven minutes of their scheduled beginning and ending of their workday. The administration 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.

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

Employees in states other than California can request approval by their supervisor to work through their meal break on a rare, exception basis. In this event, supervisors should initiate a cancellation of the meal break in the automated time & attendance system. 

In addition to meal breaks, employees should be given a paid 15-minute rest period on premises within each four hours of work. This time is compensable. With supervisory approval, employees may incorporate rest periods for additional paid time with the meal break. California hourly (non-exempt) employees enter a time stamp to reflect the start/stop of their meal break.  They can waive the meal break if they work six hours or less in a day and it is formally documented with approval by the employee and the employee’s supervisor and noted in the online time record. If a California hourly (non-exempt) employee does not get a meal break in accordance with state law, they are compensated one hour of wages. If a California hourly employee reports to work but is sent home, they will be compensated at least half of their scheduled day’s pay.

Employees in Facilities Operations may be placed “on call” to respond to emergencies. An on-call employee is expected to maintain availability to return to work within an hour in the case of emergency or needed procedures. Standard weekly “on call” assignment is paid at two hours regular rate. If called in to work, employees receive a minimum of two hours of pay or actual hours worked, whichever is greater. HVAC “on call” is paid a minimum of one hour of pay or actual hours worked, whichever is greater, for time worked at home and a minimum of two hours of pay or actual hours worked, whichever is greater, if the call requires reporting to work. On call time is counted towards overtime eligibility.

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

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

  1. outside of regular work hours;
  2. on a common 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. 

Home to 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 not work time.

Example: An employee travels from Belleville Illinois to Webster Groves to work at the main campus. The employee returns home 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 city is given a special one-day assignment in another city and returns home the same day. The time spent in traveling to and returning from the other city is work time, except that the employer may deduct (not count) the time the employee would normally spend commuting to the regular work site.

Example: An employee normally works in Ocala, but is assigned to attend the commencement in Orlando.  The employee leaves from their home and travels to the destination and returns home that same day.  All the time 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’s Work: Time spent by an employee in travel as part of their principal activity, such as travel from campus location to campus location during the workday, is work time and must be counted as hours worked.

Example: An employee at the Gateway Campus also 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 Home Community: Travel that keeps the employee away from home overnight is travel away from home. Travel away from home 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 but also during corresponding hours on non-working days. This also applies to work time while at another domestic or international campus. Meal breaks and non-required events outside of the workday are not recognized as work time. The Wage and Hour Division 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, boat, bus, or automobile. If an employee is a driver, however, all time is compensated while driving to the location. 

Example:  An employee travels from their work location to their local airport and arrives 2 hours earlier than the flight at 5p. The employee normally works until 5p, so the travel time to the airport is work time as is the time leading up to the flight. However, the time spent in flight starting at 5p is not work time.

Employee is attending a work conference that is at a conference center separate from the employee’s hotel. The travel at 8a to the conference is before the employee’s standard start time so it does not count as work time. The conference breaks for lunch and this is also not work time (note an hourly employee typically does not timestamp for meal breaks). The conference ends at 3p and so the travel time from the conference to the hotel is work time.  Upon arrival at the hotel, the workday is ended unless the employee continues to perform work-related activities (e.g. email follow up, etc.). There is an optional evening event that the employee decides to attend—this is excluded from work time. 

The same conference schedule repeats the next day on Saturday, however, at 3p when the conference ends, the employee travels to the airport to return home. This time is considered work time up to the point their standard day ends. Note that even though outside of normal work hours, the same rules apply as if it was a normal workday. Again, flight time outside of the employee’s standard schedule is not recognized as work time. 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 will accommodate a change in schedule to support this right in accordance with each state’s law. Compensation for time off in order to accommodate voting will be made in consideration of individual state laws. 

Workplace Safety

Webster University seeks to provide for the safety of student’s faculty, 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.

An employee who suffers any injury on the job must report it at once to his or her supervisor. Within 24 hours, Health Services, Public Safety, or Human Resources must be notified and an accident report form completed. If the injury is certified by the doctor as constituting a Workers' Compensation case, the employee must fill out designated forms in order to be paid benefits under the Workers Compensation Law.

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

Employees are expected to take proper steps to protect personal and University property from theft and damage by locking offices and other work areas when there is no one present, and by taking care of supplies and equipment. If theft or damage does occur, employees are expected to report it to their supervisor and to the Public Safety Office. 

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 announced on local radio and television stations as well as Public Safety communication alerts and emergency alerts via “Webster Alerts”.  All employees are strongly encouraged to sign up. 

In case of snow, the term "snow schedule" means employees should report to work at 10 a.m. Facilities Operations and Public Safety employees required to work during approved closure due to snow will be paid time and a 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 day. Employees will receive their regular pay based on their standard schedule during periods when the University is officially closed. Employees who are on sick leave 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 day will receive pay for hours worked plus regular pay for their normally scheduled hours. 

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