Postdoctoral Affairs

Postdoctoral Research Associates - Benefits

Breadcrumb

Postdoctoral research associates (PDRAs) are considered University employees and are eligible for a set of benefits depending on the length of their appointment and the percentage of time worked. Please note the following information:

  • PDRAs are taxed as University employees. Federal, state, social security, Medicare, and temporary disability insurance (TDI) taxes will be withheld from their paychecks. Please see the University policy on Payroll Tax Withholding for more information.
  • PDRAs are covered by Workers Compensation, which is state-required (statutory) insurance that all employers, with one or more employees, must provide to their employees in case they are injured while at work, to pay for medical expenses and partially replace lost wages.
  • PDRAs may be eligible for unemployment compensation. The Department of Labor and Training determines eligibility based on specific conditions related to the reason for termination of employment. You would need to fill out their online application, and DLT will determine if you are eligible for unemployment compensation. If you have additional questions, please contact the Employee & Labor Relations team at laborandemployeerelations@brown.edu.
  • PDRAs are strongly encouraged to attend a New Hire Benefits Orientation hosted by University Human Resources. You will receive an email invitation to attend this orientation from UHR shortly after starting your appointment. If you have any questions about attending a benefits orientation, please email Benefits_Office@brown.edu.

Details on the benefits and policies concerning a PDRA can be found below.

Benefits and Services for PDRA

PDRAs are eligible for three health insurance plans provided by Brown, including:

  • Blue Cross Blue Shield of Rhode Island - HealthMate Coast-to-Coast (comprehensive coverage)
  • UnitedHealthcare - Choice Plus (comprehensive coverage)
  • UnitedHealthcare - Choice Plus with HSA Plan (high deductible coverage)

Please see the 2024 Rate Sheet for Faculty and Staff to learn about the monthly employee contribution that will be deducted from your paycheck on a pre-tax basis. 

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

Last updated: February 12, 2024.

PDRAs are eligible for a dental insurance plan provided by Brown, Delta Dental PPO Plus Premier, and can choose from two options: Comprehensive and Plus.

Please see the 2023 Rate Sheet for Faculty and Staff to learn about the monthly employee contribution that will be deducted from your paycheck on a pre-tax basis. 

Please note, the waiting period for dental coverage to become effective is the first day of the month coinciding with or following three months of employment.

    More information about the dental plan is available here from University Human Resources. 

    Last updated: November 3, 2023.

    All paid, full-time PDRAs begin their appointment with 12 sick days available to them, including 5 sick days in accordance with the RI Sick and Safe Leave Act. Sick time may be used for an employee’s own illness or injury or those of certain family members. 

    You should notify your PI or sponsoring department as soon as possible when you need to use a sick day and request sick time off via 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 they will be forfeited. Any unused sick days at the end of the appointment will be forfeited and, therefore, not paid out.

    Last updated: November 3, 2023.

    All paid, full-time PDRAs begin their appointment with 10 vacation days available to them. 

    You should make arrangements for vacation time in advance with your PI or sponsoring department and request vacation time off via 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, 2023, you should plan to use your vacation days by August 31, 2023, as the vacation balance will be reset to 10 days on September 1, 2023.)

    If your appointment is extended or renewed for less than 12 months, you will receive a prorated number of vacation days, equivalent to 0.833 days per month of your new appointment. No lump sum of 10 vacation days will be given.
     
    PDRAs who have been employed by Brown for a year or more will receive a payout for unused vacation days when their employment at the University ends. Postdocs may choose to take vacation days at the end of their appointment, and supervisors may request that postdocs use their vacation days within the appointment term. Please note, PDRAs are not eligible for a payout for any vacation time accrued in the same month as their termination date.
     
    Please note, your vacation days do not need to be applied toward University closures, such as holidays and 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. 
     
    Additionally, each PDRA receives one Floating Holiday on January 1 of each year. Any PDRA hired after January 1 will need to wait to receive the Floating Holiday on the following January 1. The Floating Holiday may be used on a day mutually agreeable to the PDRA and their PI/department. An unused Floating Holiday will not carry over year-to-year and is not eligible for payout upon termination. 
     
    Last updated: December 15, 2023.
    PDRAs are eligible for all University holidays and Winter Break, and your vacation days do not need to be applied toward them. These holidays are paid days off for Brown University employees. You can find the complete University Holiday Schedule here.
     
    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.
     
    Additionally, each PDRA receives one Floating Holiday on January 1 of each year. Any PDRA hired after January 1 will need to wait to receive the Floating Holiday on the following January 1. The Floating Holiday may be used on a day mutually agreeable to the PDRA and their PI/department. An unused Floating Holiday will not carry over year-to-year and is not eligible for payout upon termination. 
     
    The University also observes Election Day by closing on all even-numbered years, which include both presidential and midterm Congressional elections. Please click here and scroll down to "Election Day" for more information. 
     
    Finally, PDRAs are eligible for Employee Appreciation Days. The University closes on Employee Appreciation days, which are usually scheduled for February and August. Please click here and scroll down to "Employee Appreciation Days" for more information. 
     

    Last updated: December 1, 2023.

    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.

    Last updated: November 3, 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.

    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.

    Last updated: September 8, 2023.

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

    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.

    Last updated: November 3, 2023.

    PDRAs are eligible for back-up care for children, adults, or themselves when there is a temporary breakdown in standard care arrangements through Bright Horizons. To learn more, click here.

    Last updated: November 3, 2023.

    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.

    Last updated: November 3, 2023.

    PDRAs are eligible for Brown's standard employee retirement plans. 

    PDRAs may make voluntary contributions starting on the first day of the month following their date of employment. The minimum contribution is $200 per year. University contributions begin after 6 months of employment, are determined as a percentage of your eligible salary, and vary depending on your age, years of service, and level of employee contribution.

    Last updated: November 3, 2023.

    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 scheduling a retirement planning consultation.

    Last updated: November 3, 2023.

    PDRAs are eligible for life insurance through Brown.

    Brown University provides up to $50,000 of basic life insurance, depending on employee group, base salary, and date of hire. Eligible employees may also purchase optional group term life insurance coverage in amounts ranging from one to six times the employee base salary, provided that the combined basic and optional coverage amount does not exceed $1,000,000. 

    Click here to learn more about life insurance from University Human Resources.

    Last updated: November 3, 2023.

    PDRAs 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, 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.

    Last updated: November 3, 2023.

    PDRAs are eligible to contribute to a dependent care flexible spending account (FSA). A dependent care FSA is a pre-tax benefit account used to pay for eligible dependent care services. Employees may elect between $240 and $5,000 annually. However, some other limitations may apply. Click here to learn more from University Human Resources.

    Last updated: November 3, 2023.

    PDRAs 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.

    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 provided by University Human Resources.

    Last updated: November 3, 2023.