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Faculty & Staff Benefits

Saint Xavier University offers a generous benefit package to faculty and staff. Below is a listing of employee benefits; click on each topic for more information.

Employee Benefits

The University is committed to providing employees with a quality benefits package that meets the needs of the both individual and his/her family. Many of the benefits are flexible and offer choices to meet specific benefit needs.

• Health Insurance
• Dental Insurance
• Vision Insurance
• Health, Dental & Vision Insurance Premiums
• Life Insurance
• Disability Benefits
• Sick Benefits
• Retirement Benefits
• Tuition Waiver
• Tuition Exchange Program
• Paid Time Off: Vacation, Bereavement, Jury Duty
• Holiday Closings
• Flexible Spending Accounts
• Child Care at the SXU Lab School
• Direct Deposit
• Payroll Calendar
• Credit Union
• Shannon Center Membership

Health Insurance

The University currently offers its eligible employees three (3) health care options. The indemnity/PPO option is Blue Cross/Blue Shield. The alternative options are HMO Illinois and Blue Advantage HMO. In the event a current provider is unable to offer a health care plan for the University's eligible employees, the Administration will seek a health care carrier of equal quality and value. In addition, the Administration will seek advice from the University Staff Council before reaching agreement with a new carrier.

Eligibility

1. The University provides health insurance coverage to full time and part time (975 – 1950 annual hours) exempt staff and full time and part time (1664 - 1950 annual hours) nonexempt staff.
2. Part time non-exempt staff (975 - 1663 annual hours) may participate in the University's health insurance plan at their own expense.

Level of Benefit

1. Health coverage begins on the first of the month following 30 days of employment.
2. Effective January 1, 2002, premium contributions for full time staff selecting single health care coverage will be 15% of the full premium.
3. Premium contributions for full time staff selecting family medical coverage will be calculated based on the following formula: (Family Premium - Entire Single Premium) X 50% = Staff Contribution.
4. Premium contributions for part time exempt and nonexempt staff will be pro-rated, based on level of Full Time Equivalence (FTE) status.
5. Staff members who have not participated in the health insurance plan prior to May 19, 2001 must pay the full premium for the first month of medical coverage. If you participated and elected single coverage and elect to change to family coverage you are required to pay the difference in the full premium.
6. Benefit plan details are contained in the publications made available by the insurance carriers (listed above), which may be obtained through the Office of Employee Services.

Procedures

1. Upon hire, eligible staff members may participate in health care coverage. At that time, staff members may choose to accept the insurance coverage.
2. Eligible staff who did not elect health care coverage upon hire may join one of the plans during the University's Open Enrollment period (usually in December, for an effective date of Jan. 1).
3. Eligible staff members who are currently participating in a health care plan, but would like to change carriers may elect to do so during the University’s Open Enrollment period as described above.
4. In the event of termination of employment with Saint Xavier University or loss of eligibility to remain covered under the University’s group health insurance program, staff members and their eligible dependents may have the right to continued coverage under the University’s health insurance program for a limited period of time at their own expense. (This does not affect the conversion privilege as stated in the insurance policy.) (Staff members should consult the Associate Director of Employee Services for details.)
5. The University offers retired staff participation in a Medicare supplement medical and dental plan. This insurance coverage option is not a “Medigap” plan. Information about the retiree coverage is contained in the benefit booklet provided by Blue Cross/Blue Shield. Additional information is available through the Office of Employee Services.

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Dental Insurance

Eligibility

Dental insurance is offered as part of the health care package at the University. Full time and part time staff eligibility and procedure follow the guidelines as listed for the health insurance coverage.

Level of Benefit

1. The premium for dental insurance is calculated as part of the overall health care premium.
2. The University offers eligible staff member’s participation in an indemnity dental plan or a dental DMO program offered through Blue Cross/Blue Shield. Benefit plan details are contained in the dental benefits booklets provided by our carrier, which may be obtained in the Office of Employee Services.

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Vision Insurance

Vision insurance is offered, at the staff member's own expense, through Vision Service Plan (VSP).

Eligibility

Full and part time staff (975 - 1950 annual hours) are eligible to participate in the Vision Service Plan.

Level of Benefit

1. Eligible staff may purchase vision coverage at their own expense. Benefit plan details are contained in the VSP information booklet, which may be obtained in the Office of Employee Services.

Procedures

1. Upon hire, eligible staff members may elect to participate in the vision coverage.
2. Eligible staff who did not elect vision coverage upon hire may join the plan during the University's Open Enrollment period (usually in December, for an effective date of January 1).
3. If a staff member chooses to participate in VSP, s/he may drop coverage during the open enrollment period (effective January 1), after one year (12 months) of participation.

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Health, Dental and Vision Insurance Premiums

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Life Insurance

The University provides group term life insurance to eligible employees.

Eligibility

1. The University provides group term life insurance to all full and part time staff members (975 – 1950 annual hours).
2. All staff defined as eligible must be enrolled.

Level of Benefit

1. Up to two (2) times annual base salary up to $100,000.00 (each year) beginning in fiscal year 2003-2004.
2. Benefit plan details are contained in the information booklet published by the insurance carrier.
3. The premiums on benefits in excess of $50,000.00 are subject to taxation according to regulations.

Procedure

Eligible staff are enrolled upon hire.

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Disability Benefits

Short Term Disability

The purpose of the Short Term Disability plan is to provide eligible employees with a portion of salary continuance benefit during the first ninety (90) days of a disability, when the Long Term Disability benefit is unavailable.

Eligibility

Full time staff members, with a minimum of three (3) years of continuous full time employment, are eligible to receive the University's Short Term Disability benefit.

Level of Benefit

1. Short Term Disability provides 75% of an eligible staff member's monthly base salary, excluding other additional compensation.
2. The maximum benefit period is 90 days, in a continuous 12 month period, from the first date of disability.

Procedures

1. Application for Short Term Disability must be made to the Associate Director of Employee Services.
2. The Staff member should submit documentation from her/his physician indicating that s/he is disabled and the anticipated duration of the disability. The staff member may be required to acquire an opinion from a University designated physician, at the University's expense.
3. The request for Short Term Disability should be made at least thirty (30) days prior to the start of the Short Term Disability leave, unless impractical to do so.
4. The staff member will be required to present medical evidence of ability to resume her/his previous duties prior to a return to work.

Note: The Short Term Disability request form may be obtained in the Office of Employee Services.

Policies

1. Disability is defined as the inability to perform the position duties due to sickness or injury.
2. General exclusions are defined in accordance with the University's Long Term Disability Income Plan as provided by our current carrier.
3. A staff member who has accrued thirty (30) or more sick and/or vacation days, must use a minimum of thirty (30) days (including floating holidays) before becoming eligible for the 75% salary continuance benefit.
4. A staff member who has accrued more than thirty (30) sick and vacation days, may choose to use the excess over thirty (30) sick and/or vacation days (including floating holidays) before taking the 75% salary continuance benefit if s/he wishes.
5. A staff member who has accrued less than thirty (30) sick and/or vacation days must exhaust all accrued sick and/or vacation days (including floating holidays) before the salary continuance benefit will begin.
6. Short Term Disability leave runs concurrently with FMLA leave.

Treatment of Other Benefits While on Short Term Disability

1. Health & Dental Care - will be maintained as if the staff member was actively working, for a maximum of six (6) months from the date of disability. At the conclusion of six (6) months, staff will be given the opportunity to continue participating in the University's health and dental care plan at his/her own expense under COBRA.
2. Tuition Waiver - will be maintained for the staff member as if s/he was actively working, and for an eligible spouse, dependent(s) or non-dependent(s) who are/were enrolled at the University in the current/prior semester.
3. TIAA-CREF, FICA, Term Life Insurance, and Long Term Disability Insurance - will be maintained as if the staff member was actively working.
4. Vision Care - may be purchased as if the staff member was actively working through the duration of COBRA continuation of coverage.
5. Paid Time Off - (sick/vacation time) will continue to accrue as long as the staff member is being paid by the University.

Long Term Disability

The University provides Long Term Disability Insurance.

Eligibility

1. The University provides Long Term Disability Insurance to all full and part time staff (975-1950 annual hours).
2. All employees defined as eligible must be enrolled.

Level of Benefit

1. The University pays the entire monthly premium for all employees.
2. Coverage includes 60% of monthly base salary after 90 days of a disability, to maximum income and duration amounts as described in the LTD benefit plan booklet, which may be obtained in the Office of Employee Services.

Procedures

Eligible staff are enrolled in the Long Term Disability plan upon hire. In the event a staff member requires use of the Long Term Disability benefit, the individual must make application to the University's carrier, with the assistance of the Office of Employee Services.

Treatment of Other Benefits While on Long Term Disability

1. Health & Dental Care - will be maintained as if the staff member was actively working, for a maximum of six (6) months from the date of disability. This means that if a staff member receives the Long Term Disability benefit, s/he may retain coverage for the first three (3) months of Long Term Disability coverage. At the conclusion of six (6) months, the staff member will be given the opportunity to continue participating in the University's health and dental care plan at his/her own expense under COBRA.
2. Tuition Waiver - will cease at the conclusion of the academic year in which Long Term Disability began. The Tuition Waiver benefit will be reviewed by the University officers following this period for possible continuance.
3. SXU Pension - will cease for the duration of salary continuance paid by the University's carrier.
4. FICA - University participation will cease for the duration of salary continuance paid by the University's carrier.
5. Term Life Insurance, and Long Term Disability Insurance - will be maintained as if the staff member was actively working.
6. Vision Care - may be purchased as if the staff member was actively working through the duration of COBRA continuation of coverage.

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Sick Benefits

Eligibility

Regular full time staff members and part time staff members scheduled to work at least 975 annual hours.

Level of Benefit

Full time regular staff accrue one day of sick leave for each calendar month of continuous service. Part time regular staff accrue sick leave on a basis proportionate to the schedule for full time staff.

Procedures

If an illness occurs which will prevent an employee from reporting to work, the employee must notify her/his supervisor as far in advance as possible, but in no case later than one (1) hour after the time the employee ordinarily reports to work.

Policies

1. Sick leave may be used in the case of personal illness or injury; doctor, dentist or other
   practitioners appointments; death of a close relative; or for family emergencies as described below.
2. When illness of an immediate family member forces an employee to take time off, said time off will be counted as sick leave. If the illness of an immediate family member forces a staff member to take time off of work for more than five days, the staff member should contact the Office of Employee Services to process a request for a leave of absence under the FMLA. For purposes of this section, immediate family includes spouse, child, parent, or sibling living in your home. Immediate family member includes your parent even if not residing in your home.
3. An employee should have one month of continuous service before becoming eligible to take sick leave.
4. When a regular University paid holiday occurs during a period of sick leave, the day off is not chargeable to sick leave.
5. Sick leave payment for illness or injury covered by the Worker's Compensation Act will be reduced by the amount of any payment received under the provisions of the Act.
6. After all current and accrued sick leave has been used, a disabled employee must then use vacation and floating holiday leave to continue receiving a salary.
7. If a staff member is absent because of illness for three (3) or more successive days, the employee's supervisor may request submission of written documentation from the staff member's doctor. If a staff member is absent five (5) or more days because of illness, s/he will be required to provide the Office of Employee Services with written documentation from a doctor that s/he is able to resume normal work duties before s/he will be allowed to return to work. The staff member will be responsible for any charges made by his/her doctor for this documentation.
8. If an apparent pattern of sick leave develops, a staff member may be required to present a physician's statement for additional use of sick leave.
9. Failure to notify the supervisor in a timely manner, as described above, may result in disciplinary action.
10. A full time staff member may accrue a maximum of ninety (90) sick days, a total of 675 hours. Eligible part time staff members may accrue a maximum amount of sick days proportionate to the maximum amount defined for full time staff members.
11. Accrued, unused sick time is not paid out at the time of separation from the University.

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Retirement Benefits

As a wage earner, each staff member is required by law to contribute a set amount of his/her weekly wages to the Social Security and Medicare funds from which benefits are paid. Saint Xavier University is required to deduct this amount from each paycheck received to the taxable limits of the law. In addition, Saint Xavier University is required to match each employee's contribution.

Staff may contribute a portion of their salary to an individual retirement annuity plan on a tax-deferred basis, without University matched funds, not to exceed the maximum exclusion allowance as defined by the Internal Revenue Service.

The details regarding Saint Xavier University and staff contributions, vesting, administration, investments, etc., are provided in the separate literature for the Retirement Plans, which are given to eligible staff members upon hire.

Eligibility

1. A retirement plan is available to full and part time staff (1000 - 1950 annual hours) after attainment of age 25 and one year of service. One year of service is defined as at least 12 continuous months of employment of 1000 hours or more per plan year (January 1 through December 31).
2. Staff with a current TIAA/CREF or Fidelity contract or equivalent from a previous institution or employer may participate in the Plan immediately.

Level of Benefit

1. The contribution range selected by the employee will be 3% through 9% in whole percentage increments of gross salary on a tax-deferred basis. The contribution by the University will match the employee's contribution, plus an additional 1% of gross salary, up to a maximum of 9% University contribution.
2. Effective August 24, 2004, the contribution range selected by the employee will be 3% through 10% in whole percentage increments of gross salary on a tax-deferred basis. The contribution by the University will match the employee's contribution, plus an additional 1% of gross salary, up to a maximum of 10% University contribution.

Procedures

1. The Office of Employee Services will notify eligible staff members upon completion of the eligibility requirements.
2. Application for participation must be made through the Office of Employee Services.
3. A staff member who chose not to participate in the basic pension plan upon becoming eligible may begin participating the first day of any month following attainment of eligibility by notifying the Office of Employee Services.

Note: All contributions are subject to the maximum exclusion allowance as defined by the Internal Revenue Service.

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Tuition Waiver

Saint Xavier University is committed to promoting the intellectual development of staff members. To achieve this goal, the University offers a tuition waiver benefit and encourages staff members to grow toward excellence through this educational opportunity.

Eligibility

1. Staff who work at least 1/2 time (.50 FTE) are eligible to participate in the Tuition Waiver benefit program on the first day of the term following completion of the probationary period.
2. Spouses and dependent children of 1/2 to full time staff members (.50 - 1.0 FTE) are eligible to receive a Tuition Waiver under the benefit program on the first day of the term following the staff member's 1st year anniversary. (Dependent status is determined by the Free Application for Federal Student Aid (FAFSA) form).
3. Non-dependents (sibling or sibling's child) of a Sister of Mercy staff member may receive a tuition waiver under the benefit program in accordance with the waiting period as outlined in #2 above. A Sister of Mercy may have only one non-dependent student on a tuition waiver at any given time.

Level of Benefit

The tuition waiver applies to University academic courses at the levels outlined in the following table. (The level of tuition waiver for any program for which the University holds a third party agreement will be determined each year). Waivers will cover academic course fees (e.g., art fees, science lab fees).

The tuition waiver does not include private instruction in applied music or other arts, clinics or academies, audited courses, registration fees, matriculation fees, late fees, fines, parking, student activity fees, room and board, special-use fees or general computer fees.

* "Prorated to FTE'' means proportional to the waiver normally provided to a full time employee.
** Dependent status is determined by FAFSA. Dependent children holding bachelors degree generally do not meet dependency status.

Procedures & Policies

1. The maximum tuition waiver benefit level for full-time employees will be applied to the greater of: two courses or six credit hours per regular semester, Fall (Aug-Dec), Spring (Jan-May), Summer (May-August). For part time staff, the maximum benefit will be prorational to FTE status (.50 to .99 FTE).

Examples of how the maximum benefit is applied for a full-time employee:

• The employee registers for two three-credit-hour courses in a regular semester:
• all six hours are eligible for a tuition waiver because the registration is within both the two course limit and the six credit hour limit.
• The employee registers for two four-credit-hour courses in a regular semester:
• all eight hours are eligible for a tuition waiver because even though the registration is above the six-credit-hour limit, it is within the two-course limit.
• In a regular semester, the employee registers for two three-credit-hour courses. One of the courses has a required lab, which is a separate course of one-hour credit:
• In this case, the employee has registered for three courses (two regular and a lab) at a total of seven credit hours. The registration is above both the course maximum (of two) and the hours maximum (of six). The two three-hour courses (six credit hours) are eligible for tuition waiver; the employee is responsible for payment of the tuition for the remaining one-hour course.

2. Tuition for courses taken in excess of the maximum allowable benefit is the staff member's responsibility.
3. Staff are expected to enroll in courses given outside of regularly scheduled work hours. However, a staff member may request approval from his/her supervisor and the area Vice President to take one course during the regularly scheduled work hours (for that position) that is necessary to complete degree requirements, but only if the course is not offered at any other time. Under no circumstances may more than one course be taken during regularly scheduled work hours. If a course is taken during regular work hours, the staff member and her/his supervisor should make arrangements to make up the time missed to attend class.
4. Spouses, dependents and eligible non-dependents may enroll in an unlimited number of courses in any term.
5. All employees submitting an application for a tuition waiver must do so to the Office of Employee Services prior to the published deadline, and should receive a dated receipt. Deadlines will be enforced. The employee is responsible for ensuring that a completed application is submitted on time. To avoid the possibility of applications being lost or delayed in the mail, employees are encouraged to deliver applications in person.
6. Benefit recipients must meet all applicable, regular University admission requirements.
7. All admitted undergraduate students are required to file a Free Application for
   Federal Student Aid (FAFSA) and must meet the Federal, State and institutional deadlines. Failure to meet the deadlines may affect eligibility for tuition waiver.
8. A fine of $100.00 per course will be assessed for courses dropped after published deadline dates.
9. A fine equal to 5% of the tuition waiver amount will be assessed if a grade of "X" (no show) is received.
10. If any employee separates from the University or goes on an unpaid leave of absence, the benefit amount will be pro-rated in weekly increments to the date of separation.
11. In no instance will a student receive financial aid and/or waivers in excess of amounts billed. In cases where an employee or covered dependent receives multiple sources of financial aid, the order of application will be as follows:
• federal or state need-based aid
• external scholarships
• SXU non-need aid (e.g., Presidential Scholarship)
• SXU waiver (up to the original amount of the benefit)
12. Staff members should refer to the "Current Tax Treatment of Tuition Benefits" information sheet, available in the Office of Employee Services, for details about the treatment of any tuition waiver amounts subject to tax.

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Tuition Exchange Program

Dependents of Saint Xavier University employees may be eligible for three tuition exchange programs with other private colleges and universities. The three tuition exchange programs in which Saint Xavier University participates are:

• Catholic College Cooperative Tuition Exchange (CCCTE)
• Council of Independent Colleges Tuition Exchange Program (CIC-TEP)
• The Tuition Exchange, Inc.

The guidelines for participation in each of these three programs are outlined in writing in separate brochures published by each of these programs. All three programs require completion of a form to initiate the process. These brochures and forms are available from Saint Xavier University's liaison office for tuition exchange programs. Contact Susan Swisher in the Financial Aid Office. The receiving school finally determines the scholarship, not Saint Xavier University.

For additional information, call extension 3070.

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Paid Time Off: Vacation, Bereavement, Jury Duty

Vacation

Policies

1. Compensated vacations are an accrued benefit. An employee’s first day of regular employment at the University shall be referred to as his/her employment anniversary. For purposes of calculating vacation, and other benefits, a year shall begin on the employee’s employment anniversary date.
2. Every effort will be made to grant vacation for the time desired. However, vacations cannot interfere with a staff member’s department operations and, therefore, must be approved by the supervisor.
3. Vacation time may not be accumulated in excess of the maximum yearly accrual as outlined above, and excess vacation has no cash value.
4. An employee who separates from the University will receive the cash value of unused, accumulated vacation time.

Bereavement

Eligibility

All regular staff members.

Level of Benefit

Compensation for up to three workdays as described below:

Procedures & Policies

1. A staff member should notify her/his supervisor as soon as possible that s/he is requesting bereavement leave because of the death of an immediate family member (as defined below), other relative or close friend.
2. Immediate Family The staff member’s time card should be marked with a “B” to designate the Bereavement leave for those days taken in accordance with the policies outlined below.
3. Staff are allowed to take up to three (3) work days with pay to attend bereavement services and take care of personal matters related to the death of a member of the staff member's immediate family. (An immediate family member is: parent, spouse, spouse's parent, child, spouse's child by a former marriage, grandparent, foster parent, brother or sister.) Additional time off may be taken as sick, floating holiday, or vacation leave at the discretion of the supervisor.
4. Other Relative In the case of the death of a close relative other than those listed above, time taken off may be authorized as sick leave, vacation, or floating holiday leave at the discretion of your supervisor.
5. Close Friend With the supervisor's approval, a staff member may attend a bereavement service for persons other than those described above. The absence will be counted as a floating holiday. However, if a staff member has already exhausted his/her allotment of floating holiday time, the absence will be without pay. If the staff member prefers, earned vacation time may be used for this purpose.
6. Pay for a bereavement leave will be made for actual time lost from work. If the bereavement service occurs at a time when work is not scheduled, payment will not be made. If a holiday or part of an approved vacation occurs on any of the days of absence, staff may not receive holiday or vacation pay in addition to paid bereavement leave.

Jury Duty

It is each staff member's civic duty to report for jury duty whenever called. If a staff member is called for jury duty, the University permits eligible employees to take the necessary time off while helping him/her avoid any financial loss because of such service.

Eligibility

All regular staff members.

Level of Benefit

Compensation for regularly scheduled work hours.

Procedures & Policies

1. A staff member must notify his/her supervisor upon receipt of a jury summons, and provide a copy of the summons to his/her supervisor and to the Office of Employee Services.
2. Upon return from jury service, the staff member should submit a copy of the check stub for each day of Jury Duty served to the Office of Employee Services.

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Holiday Closings

Eligibility

Staff members regularly scheduled to work at least one-half time (975 - 1950 annual hours).

Level of Benefit

Compensated time off in observance of: New Year's Day, Martin Luther King, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the Friday following Thanksgiving, Christmas Eve and Christmas Day.

Policies

1. When a University holiday falls on a Saturday, the Friday before is observed. If the holiday falls on a Sunday, the Monday following is observed. This does not apply for employees regularly scheduled to work Saturday and/or Sunday. These employees will be paid for the holiday on the actual day, instead of the Friday or Monday observed by the University.
2. In the event a nonexempt staff member's services are required on the above holidays, hours worked will be paid at one and one half times the employee's regular hourly wage in addition to holiday hours.
3. In order to qualify for holiday pay, an eligible employee must work her/his scheduled workday immediately before and after the holiday. Only excused absences (vacation, floating holiday, bereavement or sick leave) will be considered exceptions to this policy.
4. An employee is not eligible to receive holiday pay during an unpaid leave of absence or suspension.
5. An eligible part-time employee will receive holiday pay only for the number of hours s/he would have been regularly scheduled to work.
6. An employee who separates from the University for any reason is not entitled to any paid holiday observed after his/her last day worked.
7. If an employee is scheduled to work on a holiday and does not report for duty, s/he will be subject to disciplinary action, up to and including dismissal, and will not be paid for the day. Only excused absences (vacation, floating holiday, bereavement or sick leave) will be considered exceptions to this policy.

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Flexible Spending Accounts

Eligibility

Full and part time staff (1000 - 1950 annual hours) have the option of participating in the dependent care and/or health care flexible spending account benefit program.

Level of Benefit

Staff may elect to contribute earnings to these accounts on a tax-free basis to cover medical or child care expenses not covered by other benefit plans. Contributions are made through payroll reductions. The earnings deducted are not taxable. Enrollment in the plan(s) cannot be revoked during the calendar year, as qualified in the summary plan description, and excess contributions cannot be refunded.

Procedure

Eligible staff may choose to enroll upon hire, or during the University's Open Enrollment period (usually in December for an effective date of January 1). Additional information may be obtained in the Office of Employee Services.

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Child Care at the SXU Lab School

The Child Care Service is a service for the children of faculty, staff, and students at Saint Xavier University. Children ages three through five are eligible for enrollment.

• Located at 11000 St. Louis in the United Methodist Church, approximately one mile from the Chicago campus
• Year-round programming for St. Xavier University students, faculty, staff, alumni and community residents
• On-going registration with enrollment choices: fall, spring and/or summer
• Choice of summer only registration: June 5 - July 28, 2006
• Program hours: 7:30 a.m. - 5:30 p.m.
• One-time annual registration fee of $35.00 with application
• Choices of Monday - Friday schedules (5 days); Monday, Wednesday and Friday (3 days) or Tuesday and Thursday (2 days)
• Tuition subsidy information available for full-time students
• University catered lunches
• Call (773) 298-4345 for an application and tour of the facility

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Direct Deposit

It is possible for you to authorize Saint Xavier University to deposit your paycheck directly into your savings or checking account at a participating bank. Staff members should contact the Payroll Office for details and the necessary authorization forms.

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Payroll Calendar

Faculty and staff paychecks and direct deposit advances are generally available on the 1st and 16th of each month after 10:30 a.m. at the Payroll window at Room N-102. If the 1st or 16th falls on a weekend or holiday, checks and advises will be disbursed on the preceding work day.

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Credit Union

As a staff member of Saint Xavier University, you are eligible for membership in the South Division Credit Union or the New Century Federal Credit Union. Both credit union’s offers a variety of financial services. Applications and deduction forms are available in the Office of Employee Services.

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Shannon Center Membership

Saint Xavier University's Shannon Center helps SXU better serve the needs of our current students, alumni, faculty and staff.

The 85,000 sq. ft. facility's main arena seats as many as 3,200 people for athletic events and special occasions such as graduation ceremonies, academic convocations and concerts.

The Shannon Center contains:

• Fitness Center
• University Bookstore
• Cougar Dome - Recreation Gym
• Indoor Running Track (1/8 mile)
• Racquetball Courts (2)
• Group Exercise/Dance Studio
• Athletic Training Rooms
• Offices for Coaches
• Locker Rooms
• Cougar Pause (refreshments)
• Hall of Fame Meeting Room

The Shannon Center is free to SXU students, faculty, staff, trustees, Sisters of Mercy and current President's Club members. All Shannon Center Members are limited to one guest per visit. The charge for a guest to use the facility is $10 per day on any given day. Each guest must fill out a waiver form before entering the Shannon Center.

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