Stipends
Appointments of Postdoctoral Associates and Postdoctoral Scholars shall normally be made on a full-time basis. The minimum and maximum base salary is set annually by the Provost, and the maximum level may only be exceeded in accordance with school policies and with the approval of the dean. Within the announced range, each year the level of compensation will be reconsidered and adjustments made as appropriate and financially feasible. Full-time base salaries below the recommended minimum are not permitted. It should be recognized that part-time PDA/PDS positions are only permitted on an occasional, case-by-case basis with the approval of the dean.
Benefits
Health Insurance Coverage
The University is committed to ensuring that all postdoctoral appointees have access to a comprehensive health care plan for themselves and their families. PDAs and PDSs who receive full-time or fractional appointments are eligible to participate in the University’s health insurance plan for faculty and staff. The University will provide individual coverage at an assigned cost to the individual. Family coverage (for spouses and dependent children) is available by paying the supplemental premium per University guidelines. To enroll in the individual or family plan, the PDA/PDS must complete an enrollment form. PDA/PDSs who participate in the University health insurance plan may elect to purchase optional dental and vision coverage. As non-employees, the value of the Postdoctoral Scholars’ University contribution to health insurance is subject to IRS reporting as imputed income.
Access to University Libraries, recreational facilities, computing and transportation services
The University photo I.D. card issued to all PDA/PDSs guarantees access to the University libraries and recreational facilities on the same basis as faculty members and staff. They will also receive e-mail accounts and access to the University’s computing and network services. In accordance with the University’s current contract with Port Authority Transit of Allegheny County, the University I.D. card can also be used to access PAT bus services in a manner comparable to faculty, staff, and students.
Vacation/Personal Days/Sick Days/University Holidays and University Holiday Recess
A PDA/PDS on a 12-month contract receives 20 compensated days annually that can be used for vacation, personal days, brief sick day periods, and University-wide holidays and the Holidays recess. Other than sick days, University holidays and the Holiday recess, these compensated days must be taken at times that are approved by the faculty mentor. More protracted illnesses are covered by the medical leave provision outlined in the next section.
Leaves Under the Family and Medical Leave Act (FML)
The University provides for family and medical leaves in accordance with the Family and Medical Leave Act (FMLA). A government notice that fully explains employee rights and responsibilities under the FMLA is included in Appendix B to these Guidelines. In brief, PDA/PDSs who have worked for the University for at least 12 months and for a minimum of 1,250 hours in the preceding 12 months are eligible for a total of 12 weeks per year of unpaid leave for the following reasons: incapacity due to pregnancy, prenatal medical care or childbirth, to provide care following the birth or adoption of a child, to care for an immediate family member who has a serious health condition, incapacity due to a serious health condition, and/or to address qualifying exigencies due to an immediate family member’s active military duty or call to active duty status. Eligible PDA/PDSs are also entitled to up to 26 weeks of unpaid leave to care for an injured covered service member during a single 12 month period. PDA/PDSs are subject to the same FMLA policy and procedure as regular University staff (see Policy 07-07-02, Leave Under the Family and Medical Leave Act for Staff; and Procedure 07-07-02.
Certain funding agencies may provide paid sick days for PDSs on an annual basis.
Retirement Plan Participation
As University employees, Postdoctoral Associates appointed prior to July 1, 2005, remain eligible to participate in the University’s contributory pension plan. The University’s contribution under the plan is subject to a specified vesting period. Information on retirement plan options is available online or from the Office of Human Resources. Effective July 1, 2005, newly appointed Postdoctoral Associates will not be eligible for the University’s 401(a) matching contribution plan but continue to have the option of placing pre-tax contributions in the University’s 403(b) tax-deferred savings plan with either TIAA-CREF or Vanguard. A new option, known as the Roth after-tax 403(b) option, is available effective October 1, 2008, to members of the University community whose appointments allow them to elect pre-federal tax deferred contributions to TIAA-CREF and/or Vanguard. The tax implications of choosing one of these options should be explored with a personal tax advisor or investment counselor.
Life Insurance
Postdoctoral Associates and Postdoctoral Scholars are provided with the University paid basic group life insurance coverage at one times base salary up to a maximum of $50,000. Additionally, both categories are eligible for participant-paid optional life insurance as well as spouse and dependent life insurance coverages. Additional life insurance coverage information can be found online. As non-employees, the value of the Postdoctoral Scholars’ University-paid life insurance is subject to IRS reporting as imputed income.
Tuition Scholarships
Postdoctoral Associates and Postdoctoral Scholars and their families are eligible to participate in the University’s tuition scholarship program. As is the case for faculty and staff, the value of tuition scholarships is subject to IRS reporting as imputed income. Information on this program is available online.