As PDF-NRSA, you can choose to enroll in a University-provided health insurance and/or dental plan, but your options are limited to the Blue Cross Blue Shield of Rhode Island - HealthMate Coast-to-Coast plan and/or the Delta Dental Plus or Comprehensive plans provided by Brown.

PDF-NRSAs are not eligible for the UnitedHealthcare - Choice Plus (comprehensive coverage) or the UnitedHealthcare - Choice Plus with HSA Plan (high deductible coverage) plans provided by Brown.

• More information about the health insurance plans and resources to help you choose a plan are available here from University Human Resources.
• More information about the dental plans is available here from University Human Resources. 

As a PDF-NRSA, your contribution to the health insurance premium is a post-tax deduction. Please see the 2025 Rate Sheet for Faculty and Staff to learn about the monthly employee contribution that will be deducted from your paycheck on a post-tax basis.

Medical Subsidy for PDF-NRSAs

If you choose to enroll in the University-provided plans listed above as a PDF-NRSA, the University will provide you with a monthly subsidy to help cover the cost of your health and/or dental insurance. The subsidy will appear as "Health Supplement Postdoc" on your pay stub. For more information on how the subsidy is calculated, please click here. 

The University's contribution toward the PDF-NRSA's health and dental insurance costs is assigned to the fellow's institutional allowance when one is available. If an institutional allowance or another support source is unavailable to full-time paid PDF-NRSA, then the sponsoring department must provide this support from a non-Federal source. The department also may authorize medical and dental contributions at the two-person or family premium level if funding is available.

You are only eligible for the subsidy if you are enrolled in a health and/or dental insurance plan provided by Brown.

Medical insurance subsidies from Brown may be taxed and will be reported via a 1099-MISC form.

Last updated: January 7, 2025.

Because postdoctoral fellows are not considered employees of Brown University, they should check their fellowship’s policies for guidance. 

According to NIH guidelines, “NRSA trainees and fellows may continue to receive stipends for up to 15 calendar days of sick leave per year."

Last updated: November 3, 2023.

Because postdoctoral fellows are not considered employees of Brown University, the University does not provide them with vacation leave, and they should check their fellowship’s policies for guidance.

It is best practice for fellows to plan some personal time during the year and an allocation of 10 days is recommended to align with the vacation days provided to Postdoctoral Research Associates. Brown assigns 10 vacation days in Workday to each fellow at the start of their appointment, though these are intended for tracking purposes only and do not signify that the University provides vacation as a benefit. 

PDF-NRSAs should arrange their work schedules with their PI and department, and ensure their time away is consistent with the terms and conditions of their funding source.

If a postdoctoral fellow or PI needs assistance in establishing an equitable plan for time away from work, they are encouraged to contact the Office of University Postdoctoral Affairs at postdoc-affairs@brown.edu.

Last updated: November 3, 2023.

Because postdoctoral fellows are not considered employees of Brown University, they should check their fellowship’s policies for guidance. 

For reference, below are guidelines from the National Institutes of Health (NIH) as of May 2023.

National Institutes of Health (NIH)

According to NIH guidelines, “NRSA trainees and fellows may continue to receive stipends for up to 60 calendar days (8 work weeks) of parental leave per year for the adoption or birth of a child. Either or both parents are eligible for such leave, but the institution and/or the supervisor must be notified in advance according to organizational policies. The use of parental leave requires approval by the fellowship sponsor or the PD/PI of the training grant.”

Additionally, according to NIH guidelines, “NRSA trainees and fellows may continue to receive stipends for up to 15 calendar days of sick leave per year. Sick leave may be used for medical conditions related to pregnancy and childbirth.” 

NRSA postdoctoral fellows should work with their department administrator and PI to request and document their leave period. Leave for postdoctoral fellows at Brown is not tracked centrally in Workday at this time (July 2023). Please refer to NIH guidelines for more details about leaves of absence and circumstances that require notifying the NIH.

Last Updated: July 13, 2023.

PDF-NRSAs are eligible for the Child Care Subsidy for Medical Students and Postdoctoral Fellows if they are working at least 67% time on the Brown payroll.

Brown University's Child Care Subsidy helps eligible employees with the costs of child care expenses for eligible dependents ages 0 to 6. The subsidy grants a potential maximum yearly award of $1,000-$4,000.  

Last updated: November 3, 2023.

Tax Withholding and Estimated Taxes

When an individual is a PDF-NRSA and a U.S. citizen, the University does not withhold tax from their non-employee fellowship payments. Although the University does not withhold taxes from their check, their fellowship payment is taxable for federal and state income taxes. As a PDF-NRSA, you may be expected to pay estimated taxes on a regular basis during your fellowship. It is recommended that you consult your personal tax advisor to figure out whether or not you need to take any action.

Additionally, your fellowship award payments are not subject to Social Security (FICA) and Medicare taxes.

You might find this tax guide from the National Postdoctoral Association (NPA) helpful.

Taxes for Medical Subsidy (also known as "Health Supplement Postdoc")

Medical insurance subsidies from Brown may be taxed and will be reported via a 1099-MISC form. The University is required to withhold taxes on your medical subsidy. Consult your personal tax advisor with any questions.

Tax information related to the Child or Dependent Care Credit for Postdoctoral Appointees

• Publication 503 Child and Dependent Care Expenses (in particular, see the earned income test)
• IRS Form 2441, Dependent and Child Care Expenses, Instructions

Last updated: November 6, 2023.

Although PDF-NRSAs are not considered employees of Brown University, they are eligible for Spring Health Brown's Employee Assistance Program (EAP). This program exists to assist employees and their immediate families in coping with personal problems. Spring Health, Brown's Employee Assistance Program (EAP) administers counseling, coaching, and support services for employees, including up to 10 therapy sessions, legal assistance, financial services, child and elder care, travel, and more. Click here to learn more about the available services.

Last updated: November 3, 2023.

PDF-NRSAs are eligible to pay for additional voluntary benefits, including mortgage assistance, automobile and/or homeowners insurance, commuter choice spending accounts, long-term care insurance, and pet insurance. Click here to learn more from University Human Resources.

Last updated: November 3, 2023.

With a Brown ID, PDF-NRSAs can ride any RIPTA bus or trolley anywhere in the state free of charge. Please note that the RIPTA pass program does not include the Providence-Newport ferry. Click here to learn more about the RIPTA UPass program.

Last updated: November 3, 2023.

PDF-NRSAs may join the Brown Recreation Center at the same rates as Brown University employees. To learn more, visit the Brown Recreation website and click on "Membership Services."

Last updated: November 3, 2023.

PDF-NRSAs are eligible for discounts with participating businesses through the BEAR Bargains program along with all other members of the University community. Click here to see a list of discounts provided by University Human Resources.

Because Postdoctoral Fellows are not employees of Brown University, they may be unlikely to qualify for unemployment benefits related to Brown at the end of their appointment. However, individuals who believe they may be eligible can submit a claim, and eligibility is determined by the Rhode Island Department of Labor and Training (DLT).

While OUPA and Brown cannot advise postdoctoral appointees about their situations regarding unemployment benefits, postdoctoral appointees or department staff with general questions may email Employee & Labor Relations within University Human Resources at laborandemployeerelations@brown.edu.