I. Compensation and Benefits

In general, because they occupy training positions, postdoctoral appointees are considered to fall into the "student" category rather than the "employee" category with respect to compensation and benefits.

I.1. Stipend

The minimum stipend for Postdoctoral appointments is the NIH NRSA stipend level in effect on the starting date of the appointment. Payment of stipends at higher rates (or supplementation of stipends) is subject to policies of the funding source (e.g., NIH Grant Policy) and must be approved by the Department Chair (and Training Grant Director if applicable).

I.2. Health Care

Postdoctoral Appointees and their families shall have access to a comprehensive health care plan consistent with coverage provided to other individuals in similar training positions at OHSU. The basic costs for access to the health care plan will be covered by the individual or institutional training grant or from the Mentor 's research funds.

1) Beginning January 1, 2008, postdoctoral appointees will participate in the same benefit plan made available to Unclassified Employees at the University. The University will contribute benefit dollars to help offset the costs of health insurance and dental insurance. Postdoctoral appointees will receive a University contribution towards their benefits in line with the monthly contribution for Unclassified University Employees.

(2) In addition to the University's contribution, the Department of Behavioral Neuroscience will contribute Departmental funds to help cover benefit costs for Postdoctoral appointees with dependents.

(i) Postdoctoral appointees requesting a Departmental contribution towards their benefits must demonstrate that they cannot obtain similar health and dental coverage through a spouse.

(ii) The Department will contribute the amount equal to the difference between the University contribution for Unclassified Employees and the total necessary to obtain coverage for the Postdoctoral appointee and dependents through the lowest-cost medical and dental plans available to OHSU employees.

(iii) Postdoctoral appointees may elect to enroll in more costly health and dental options, but the Department's contribution will be capped at that amount necessary for them to obtain coverage through the lowest-cost plans. Any additional premiums will be paid by the Postdoctoral appointee.

(3) Postdoctoral Researchers (appointees paid by the University as employees, not via training grant of fellowship stipend) are also eligible to enroll, at their own expense, in other programs available to Unclassified Employees (short and long-term disability insurance, dependent care spending accounts, etc), and may contribute to the University Voluntary Savings Program (403.b.)

I.3. Retirement benefits

Because these are temporary training positions, postdoctoral appointees are not eligible for retirement benefits.

I.4. Holidays, Vacation and Leaves

Appointees receive the same paid holidays as OHSU faculty employees. In addition, Appointees may take up to 10 paid vacation days per appointment year (start date to end date). Scheduling of vacation days must be approved by the Faculty Mentor. Appointees and Mentors are expected to be both reasonable and flexible in making decisions about the student's commitment of time to laboratory work as well as other training-related activities when scheduling vacations. The time period between academic terms is considered to be active part of the training period. Unused vacation days may be carried over from one appointment period to the next. However, Appointees will not receive payment for unused vacation days when their appointments end.

Appointees may take up to 12 days of paid sick leave per appointment year. Sick leave accrues at the rate of 1 sick day per month. Additional sick leave is without pay. Whenever the number of days of sick leave in an appointment year exceeds 12, the Appointee must provide written notification to the Mentor and Training Program Coordinator (and Training Grant Director if applicable) and consideration must be given to whether the Appointee is able to maintain his/her training responsibilities. If it appears that continued leave will interfere with satisfactory completion of the training program, the Appointee may be terminated from the program. A period of terminal leave is not permitted, and payment will not be made for sick leave that is not taken.

Postdoctoral Appointees may take pregnancy, parental or family leave as these terms are defined by the OHSU Administrative Policy Manual. Up to 12 days of such leave may be taken each academic year as paid sick days in accord with the sick leave policy described above. Any additional leave is without pay, unless allowed by the granting agency or funding source. Postdoctoral appointees are entitled to take up to 12 consecutive calendar weeks of pregnancy, parental, or family leave per academic year. Individuals intending to take such leave must provide advance written notice of their intent to the Mentor and Training Program Coordinator (and Training Grant Director if applicable). Extended leave for Trainees is subject to final approval by the granting agency. Postdoctoral Appointees who return from pregnancy, parental, or family leave within 12 weeks will be reinstated at the same stipend level in effect when the leave began.

There may be additional restrictions or requirements for Trainees who receive stipend support from individual or institutional traineeship or fellowship awards from NIH or other sources. Students should consult their training program director and the awarding agency for additional information.

I.5. Travel and Research Expenses

The department does not specify amounts of funding for travel to scientific meetings or research expenses of Postdoctoral Appointees. However, it is expected that some funding will be provided annually for both purposes from the individual or institutional training grant, or from the Mentor 's research funds. The department and training programs do not provide funds for moving expenses.