Question 1

Health

Accepted Answer

We offer medical and prescription drug insurance through Wellmark Blue Cross Blue Shield. Coverage begins on the first of the month following — or coinciding with — your start date. Plans are available for single, employee plus spouse, employee plus children or family coverage.

Question 2

Dental

Accepted Answer

Dental insurance is offered through Delta Dental of Iowa, with enrollment beginning on the first of the month following — or coinciding with — your start date. DMU fully funds employee-only plans and provides reduced rates for dependent options, including spouse and children.

Question 3

Vision

Accepted Answer

Vision insurance is available through Avēsis, with coverage beginning on the first of the month following — or coinciding with — your start date. The plan includes coverage for routine eye exams, along with generous allowances for lenses and frames. Through partnerships with our other insurance carriers, additional discounts may be available for vision-related services and products.

Question 4

Health Care and Dependent Care FSAs

Accepted Answer

These plans allow individuals to set money aside on a pre-tax basis for medical, dental, vision and dependent care expenses up to the annual allowable limits set by the IRS.

The health care flexible spending account allows a carryover of $680 into the following calendar year.

Question 5

Group Life Insurance

Accepted Answer

DMU provides group life insurance beginning on the first of the month following — or coinciding with — your start date. The benefit amount is equal to your annual base salary, and the cost is fully covered by the university.

Question 6

Short-Term and Long-Term Disability

Accepted Answer

DMU provides both short-term and long-term disability insurance to employees with a full-time equivalent (FTE) of 80% or higher. These benefits begin on the first of the month following — or coinciding with — your six-month employment anniversary. The university covers the full cost of both plans.

Question 7

Business Travel Accident

Accepted Answer

DMU provides all benefit-eligible employees with $100,000 of travel and accident life insurance coverage. This coverage is effective for travel on university approved business, but does not cover travel to high risk countries.

Question 8

Malpractice

Accepted Answer

Faculty members who have direct patient contact and who would be in a position of liability for professional malpractice shall be supplied with medical liability and malpractice insurance by the university. A disclaimer is needed regarding the insurability of the faculty member as a prerequisite for implementing the contract. Malpractice insurance shall cover all professional services the faculty member is qualified to perform.

Other employees who provide patient care are covered by DMU’s general risk insurance policy.

Question 9

Bereavement Leave

Accepted Answer

Life’s difficult moments can come at any time. We offer paid bereavement leave to help employees take time away following the loss of a loved one. Our commitment to supporting employees reflects our belief in compassion, care and the importance of well-being during times of loss.

Question 10

Community Service Leave

Accepted Answer

We support DMU employees giving back to the community! Community service leave is available to all DMU employees who are eligible for benefits. This leave can be used to volunteer at community not-for-profits and public entities, which helps DMU live its mission and values while supporting employees in their personal interests and passions.

Each calendar year, 0.8-1.0 FTE employees have up to 16 hours and part-time benefits eligible employees have up to eight hours of community service leave they can use to support organizations they care about without having to use their vacation time.

Question 11

Holidays

Accepted Answer

Benefits-eligible employees enjoy 10 paid holidays effective with the date of employment.

Question 12

Paid Family Leave

Accepted Answer

After one year of employment, employees who have worked at least 1,250 hours in the previous 12 months may be eligible for up to four work-weeks of paid family leave after the birth or adoption of a child; for the care of a parent, spouse or child with a serious health condition; or for Military Exigency, as defined by FMLA regulations.

Question 13

Personal Leave

Accepted Answer

DMU provides 16 hours of personal time to employees with an FTE of 80% and above and eight hours of personal time to part-time. This is given on the first date of employment and each Jan. 1 thereafter. Use of personal hours must be approved by the supervisor and used by year-end or be forfeited.

Question 14

Sick Leave

Accepted Answer

Sick Leave may be used for your own illness, to care for a sick child, spouse, or parent, or for medical and dental appointments — including routine checkups. Leave accrues each pay period based on your employment group and stops once the maximum bank is reached. Accrual begins based on your pay schedule.

Sick Leave	Full-Time	80%	Part-Time
Bi-weekly	3.7 hrs	3.0 hrs	1.85 hrs
Monthly	8 hrs	6.5 hrs	4 hrs
Annual	96 hrs	78 hrs	48 hrs
Maximum Bank Allowed	480 hrs	384 hrs	240 hrs

For biweekly employees, sick leave starts accruing with date of hire and is available for use at the beginning of the next pay period. For monthly employees, the first accrual is available the first of the month following 30 days of employment. Sick leave can be used for the illness of the employee or to care for a sick family member (child, spouse or parent). It may also be used for medical or dental appointments, including routine checkups or treatment.

Question 15

Vacation

Accepted Answer

DMU offers a generous vacation benefit, and vacation may be used throughout the year as it is accumulated. Whether you prefer to use your vacation time to play or rest, we want you to have “you time” at your disposal. Accruals begin based on your pay schedule.

Vacation accrual for full-time, 80% and part-time faculty and staff (exempt and non-exempt) is as noted below:

Faculty and Exempt Staff (monthly/salaried employees)

Vacation	Full-time	80%
Monthly	16 hrs	13 hrs
Annual	192 hrs	156 hrs
Maximum bank allowed	192 hrs	156 hrs

Full-Time Non-exempt Staff (biweekly/hourly employees)

Vacation	<4 years	5-9 years	10+ years
Bi-weekly	5.5 hrs	6.5 hrs	7.4 hrs
Annual	143 hrs	169 hrs	192 hrs
Maximum bank allowed	143 hrs	169 hrs	192 hrs

80% Non-Exempt Staff (biweekly/hourly employees)

Vacation	<4 years	5-9 years	10+ years
Bi-weekly	4.4 hrs	5.2 hrs	6.0 hrs
Annual	114.4 hrs	135.2 hrs	156 hrs
Maximum bank allowed	115 hrs	136 hrs	156 hrs

Part-Time Non-Exempt Staff (biweekly/hourly employees)

Vacation	<4 years	5-9 years	10+ years
Bi-weekly	2.75 hrs	3.25 hrs	3.7 hrs
Annual	71.5 hrs	84.5 hrs	96 hrs
Maximum bank allowed	72 hrs	85 hrs	96 hrs

For biweekly employees, vacation starts accruing with date of hire and increases with longevity. The change in accrual rates is effective during the pay period in which your anniversary date falls. It is available for use at the beginning of the next pay period. For monthly employees, the first accrual is available the first of the month following 30 days of employment.

Question 16

Faculty Sabbatical Leave

Accepted Answer

A sabbatical leave may be granted to any professor or associate professor who holds full academic rank after completing a minimum of six years of continuous full-time service to the university. Such leave shall be to pursue a program of professional growth by involvement in a project approved by multiple levels, including the president.

Upon returning from sabbatical leave, a written report and oral presentation of activities and findings shall be required. Leave may be for a period of one year at 50% reduction of salary, or for six months at full salary. A faculty member granted such leave must agree to return to the university on the expiration of their leave and to remain in its service for at least one year thereafter. Sabbatical leave shall not be granted more often than once in seven years.

Question 17

403(b) Retirement

Accepted Answer

DMU offers a 403(b) Defined Contribution Plan through Principal Financial. DMU matches 100% of an employee’s contribution up to 10% of monthly gross earnings, to an annual maximum set by the IRS each year. Eligibility begins on the first day of employment, and participants receive 100% full and immediate vesting in the matching funds.

Question 18

Employee Assistance Program

Accepted Answer

DMU provides access to third-party confidential support through our EAP partner, Employee Family Resources. Employees and eligible family members can use this resource for help with personal or professional concerns such as relationships, emotional health, life coaching, legal questions, financial issues and more.

Services are available 24/7 at 800-327-4692.

Question 19

Flexible & Remote Work Policies

Accepted Answer

At DMU, flexibility in work arrangements is an important way to support both professional success and personal well-being. Depending on the nature of the position, flexible work options may be available for high-performing employees.

Question 20

Professional Development

Accepted Answer

At DMU, we invest in our employees’ growth and success. Professional development funds are available to help employees expand their skills, pursue certifications or licensure, join professional organizations and participate in job-related seminars, conferences and events. These funds are used at the discretion of each department.

Question 21

Tuition Assistance Benefits

Accepted Answer

DMU supports continued education through several tuition benefits. After six months of employment, staff may apply for tuition assistance, covering 75% of eligible course fees and textbooks (up to $6,000 annually), with the employee responsible for the remaining 25%.

After one year of employment, spouses and children of eligible staff may receive a tuition discount of 50% off basic tuition costs.

Eligible employees may also apply for a tuition waiver of up to nine credit hours per year in select part-time programs.

Each benefit carries specific eligibility requirements, tax implications and reimbursement obligations.

Question 22

Wellness Program

Accepted Answer

Wellness is one of DMU’s core values, and we are committed to supporting employee well-being in meaningful ways. This includes access to an on-site fitness facility, personal training sessions, chair massages, nutrition and lifestyle consultations and intramural sports.

In addition, our wellness incentive program provides financial rewards for engaging in healthy behaviors and working toward goals in areas such as preventive care, physical activity, emotional well-being and clinical health measures.

Employee Benefits

Our Greatest Strength Is Our People

Supporting Holistic Well-Being

Benefits