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 2025 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: January 7, 2025.

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 2025 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 dental plan is available here from University Human Resources. 

Last updated: January 7, 2025.

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. 

Last updated: January 7, 2025.

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 visiting the Employee Accommodation Services on the University Human Resources' website and following the instructions there.
• 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 11, 2024.

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.

• 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 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.