PDRAs are eligible to receive University-sponsored health and dental insurance. Employee contributions are deducted on a pre-tax basis, and various plans are available through Blue Cross & Blue Shield and UnitedHealthcare. More information is available from University Human Resources.

Paid Maternity Leave

PDRAs are eligible for at least six weeks of paid maternity leave.

A PDRA must have one continuous year of employment at Brown and have worked at least 975 hours in the previous year to be eligible to be absent for up to six weeks of maternity leave with full pay. Additional maternity leave may be available according to the applicable leave laws of the employee's primary work state.

• This leave is available as of the child's date of birth or date of placement for adoption.  
• This leave can be taken any time within the twelve-week period after the date of birth or placement for adoption, and the leave time away from work must be consecutive.  
• Maternity leave may run concurrently with federal and state leave laws.
• An individual on paid maternity leave will continue to receive benefits. The University continues to pay the employer contribution during this time. 
• Employees are responsible for paying the employee portion of their benefit premiums during their approved leave period.

Family Medical Leave Act/Rhode Island Parental and Family Medical Leave (FMLA/RIPFML)

Paid maternity leave may be extended with unpaid leave covered by the Rhode Island Parental and Family Medical Leave (RIPFML) and the Family and Medical Leave Act (FMLA). 

• Employees who have worked at least twelve months and at least 1250 hours within the previous twelve months are eligible for leave under the Family Medical Leave Act (FMLA).  
• FMLA provides an eligible employee with up to twelve weeks of unpaid, job-protected leave for specified family and medical reasons. 
• RIPFML is a state law similar to FMLA, which offers 13 weeks of job-protected leave and runs concurrently with FMLA.
• Per the University's Leaves of Absence Policy, the maximum leave duration for FMLA leave is twelve weeks, and the maximum leave time for RIPFML leave is thirteen weeks. When applicable, these leaves will run concurrently with each other (e.g., an employee cannot take twelve weeks of FMLA and then an additional thirteen weeks of leave under RIPFML.)
• Please note, postdoctoral appointees on a visa at Brown should consult their visa sponsor to understand how FMLA could impact their visa status.

Alternative Leave Options

If a PDRA is not eligible for paid maternity leave or FMLA/RIPFML because they do not yet have one year of continuous employment at Brown, there may be alternative leave options: 1) a leave of absence under the Americans with Disabilities Act (ADA) or 2) personal leave.

Leave of Absence under the Americans with Disabilities Act (ADA)

There are circumstances when a leave of absence under the Americans with Disabilities Act (ADA) would be appropriate. For example, the birthing mother may have a period of disability before or following the birth of the child. Please consult with University Human Resources (leave_admin@brown.edu) about your unique circumstances. 

• A leave of absence under the ADA can be arranged by contacting Broadspire, a third-party vendor that partners with University Human Resources. 
• Typically, the leave of absence under the ADA for a birthing mother would be 6-8 weeks, depending on the circumstances.
• A leave of absence under the ADA is unpaid. Please note, postdoctoral appointees on a visa at Brown should consult their visa sponsor to understand how an unpaid leave could impact their visa status.
• Employees are responsible for paying the employee portion of their benefit premiums during their approved leave period.
• Employees can use up their existing paid sick and vacation time if they wish to do so.

Personal Leave

It also may be possible to utilize personal leave. Personal leave is typically used in circumstances when an employee's need for leave is for personal reasons not covered by FMLA/RIPFML.

• Personal leaves of absence are subject to approval at the University's discretion. 
• The maximum leave duration for personal leave is 26 weeks.
• Personal leave is unpaid (vacation time may be used to receive pay during this leave). Please note, postdoctoral appointees on a visa at Brown should consult their visa sponsor to understand how an unpaid leave could impact their visa status.
• Employees are responsible for the total premium cost for their benefits while on approved personal leave.
• Previously, University Human Resources (UHR) has advised that a father/adoptive parent/parent who is not the birthing mother may request a personal leave of absence to bond with the baby. 

Please consult with University Human Resources (leave_admin@brown.edu) about your unique circumstances if you are interested in requesting personal leave.

All paid, full-time Postdocs begin their appointment with 12 sick days available to them. Up to 5 days may be used in accordance with RI Sick and Safe Leave. Additional information may be on the RI Sick and Safe Leave PDF. You should notify your PI or sponsoring department as soon as possible when you need to use a sick day. Sick time off is requested in the Time Off tile in Workday.

Sick days are provided on an annual basis and must be used within one year of the start of the appointment or will be forfeited. Any unused sick days at the end of the appointment will be forfeited and, therefore, not paid out.

All paid, full-time postdocs begin their appointment with ten (10) vacation days available to them. Vacation plans should always be arranged in advance with your PI or sponsoring department. Vacation time off is requested through the Time Off tile in Workday.

Vacation days are provided on an annual basis. If the appointment is renewed, the vacation balance will be reset to 10 days on the first day of the month of the reappointment date, regardless of the number of vacation days remaining from the prior appointment. (For example, if your appointment date is September 15, 2022, you should plan to use your vacation days by August 31, 2023, as the vacation balance will be reset to 10 days on Sept 1, 2023.)

*Note that vacation days do not need to be applied toward university closures, including Winter Break. This year's dates for Winter Break can be found here on the University Human Resources website. The University will close at the end of the normal workday on Friday, December 22, 2023, and will reopen on Monday, January 8, 2024. If you plan to be away when the University is closed, please consult with your PI or sponsoring department to make sure that your presence at work is not required for essential operations during the break.

Last updated: September 14, 2023

Absences greater than five business days (not including pre-approved vacation time off) require an employee to go through the leave request process with University Human Resources. Below is a list of reasons that an employee may request a leave of absence.

Please consult with University Human Resources (leave_admin@brown.edu) about your unique circumstances if you are interested in requesting a leave of absence.

Last updated: September 8, 2023

Leave Types

Family Medical Leave Act/Rhode Island Parental and Family Medical Leave (FMLA/RIPFML)

• Employees who have worked at least twelve months and at least 1250 hours within the previous twelve months are eligible for leave under the Family Medical Leave Act (FMLA). 
• FMLA provides an eligible employee with up to twelve weeks of unpaid, job-protected leave for specified family and medical reasons. Employees may request FMLA leave for their own serious medical condition, a covered family member’s serious medical condition, or parental leave (including birth of child, adoption, foster, and bonding).
• RIPFML is a state law similar to FMLA, which offers 13 weeks of job-protected leave and runs concurrently with FMLA.
• Per the University's Leaves of Absence Policy, the maximum leave duration for FMLA leave is twelve weeks, and the maximum leave time for RIPFML leave is thirteen weeks. When applicable, these leaves will run concurrently with each other (e.g., an employee cannot take twelve weeks of FMLA and then an additional thirteen weeks of leave under RIPFML.
• Please note, postdoctoral appointees on a visa at Brown should consult their visa sponsor to understand how FMLA could impact their visa status.

If a PDRA is not eligible for FMLA/RIPFML because they do not yet have one year of continuous employment at Brown, there may be alternative leave options: 1) a leave of absence under the Americans with Disabilities Act (ADA) or 2) personal leave.

Personal Leave

• It may be possible for employees to utilize personal leave. Personal leave is typically used in circumstances when an employee's need for leave is for personal reasons not covered by FMLA/RIPFML.
• Personal leaves of absence are subject to approval at the University's discretion. 
• The maximum leave duration for personal leave is 26 weeks.
• Personal leave is unpaid (vacation time may be used to receive pay during this leave). Please note, postdoctoral appointees on a visa at Brown should consult their visa sponsor to understand how an unpaid leave could impact their visa status.
• Employees are responsible for the total premium cost for their benefits while on approved personal leave.
• Please consult with University Human Resources (leave_admin@brown.edu) about your unique circumstances if you are interested in requesting personal leave.

Leave of Absence under the Americans with Disabilities Act (ADA)

There are circumstances when a leave of absence under the Americans with Disabilities Act (ADA) would be appropriate. Please consult with University Human Resources (leave_admin@brown.edu) about your unique circumstances. 

• A leave of absence under the ADA can be arranged by contacting Broadspire, a third-party vendor that partners with University Human Resources. 
• A leave of absence under the ADA is unpaid. Please note, postdoctoral appointees on a visa at Brown should consult their visa sponsor to understand how an unpaid leave could impact their visa status.
• Employees are responsible for paying the employee portion of their benefit premiums during their approved leave period.
• Employees can use up their existing paid sick and vacation time if they wish to do so.

Administrative Leave

This type of leave may only be initiated by University Human Resources.

Special Assignment

Employees may request special assignment leave for up to three or six months. Special leave may only be granted when the assignment will be of value to Brown.

PDRAs may join the Brown Recreation Center at the same rates as Brown University employees. To learn more, visit the Brown Recreation membership website.

PDRAs 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 from University Human Resources.

PDRAs are eligible for backup care for children, adults, or themselves when there is a temporary breakdown in standard care arrangements through Bright Horizons. To learn more, visit University Human Resources.

Spring Health Brown's Employee Assistance Program (EAP) 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.

After completing the required waiting period, PDRAs will be eligible for Brown's standard employee retirement plans.

The University's two retirement carriers, TIAA and Fidelity, provide individual consultations to employees eligible to participate in the University's retirement plans. Click here to learn more about retirement planning consultations. 

PDRAs are eligible for life insurance through Brown. Click here to learn more from University Human Resources.

PDRAs are eligible to pay for 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.

With a Brown ID, PDRAs 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.

PDRAs are eligible for the Child Care Subsidy for Staff, Faculty, and Postdoctoral Research Associates.

PDRAs are eligible for dependent care flexible spending accounts that are tax-free.

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