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Endowed Postdoctoral Associate Benefits

The following benefit plans and programs are available upon employment based on eligibility. If you have any questions about these programs, you should contact Benefit Services at (607) 255-3936 or send a message to benefits@cornell.edu.

Cornell-provided benefits

Cornell University Health Care Program

Cornell offers three health care plan options with the costs shared by faculty, staff, and the university. Premiums for the plans are deducted on a pre-tax basis. The HealthNow Point-of-Service (POS) is a managed care plan. The Aetna Open Choice plan is a preferred provider plan (PPO) and the Aetna 80/20 plan is a traditional indemnity plan.

HealthNow POS

HealthNow offers a point-of-service managed care plan. Participants select a primary care physician who serves as the overall health care manager coordinating all medical services. In general, when you work through your primary care physician, you pay an office visit copayment and 10 percent of other services, with no deductible applied. If you seek medical care without working through your primary care physician, your eligible expenses are generally reimbursed at 70 percent of reasonable and customary charges after the deductible is satisfied.

Aetna Open Choice (PPO)

The Aetna Open Choice plan is a moderately managed plan, but does not require you to select a primary care physician. You can choose to use an Aetna network provider or a provider who is out-of-network. Generally, care received in-network is reimbursed at 90 percent of negotiated rates after the deductible is satisfied. Care received out-of-network is reimbursed at 80 percent of the reasonable and customary charges after the deductible is satisfied. Out-of-network Mental Health and Substance Abuse is reimbursed at 70 percent.

80/20 Plan

Generally, the plan pays 80 percent of reasonable and customary charges after satisfaction of the annual deductible. You pay 20 percent of covered hospital, surgical and medical expenses plus any amount billed by the provider that exceeds reasonable and customary charges in the service area. The 80/20 Plan pays benefits using the same method regardless of whether a medical provider is in-network or out of the Aetna network.

For more information about all 3 health plans, please check the following chart: 2005 Endowed Health Plan Comparison Chart

Three-Tier Prescription Drug Program through Medco

Faculty and staff covered under the endowed health care plans administered by Aetna or HealthNow obtain prescription drug coverage through Medco. You pay $7/$18/$35 for up to a 30-day supply for prescriptions purchased at a Medco participating pharmacy. The amount you pay depends on which Tier the prescription drug is categorized in. For example, generic drugs are on the lowest Tier and you would pay $7.

You may order up to a 90-day supply of maintenance prescription drugs through Medco's Mail Order Program. You pay $15/$35/$50 for up to a 90-day supply.

Dental Plan and Eye Care Benefit

The university offers a voluntary dental plan with premiums paid by participants using pre-tax dollars. The plan has two participating levels: a high and a low option. Both options provide comprehensive benefits with similar deductibles, waiting periods, dental networks and annual maximum benefit payments. The difference between the two plans is in the reimbursement methods. The high option pays a set percent of prevailing dental fees for various categories of procedures. The low option pays a fixed fee per procedure from a schedule published by the dental plan. Participants in either option will benefit from using in-network providers. First Ameritas of New York insures the plan. All enrollees of the dental plan also receive a benefit for eye care materials (frames, lenses and contacts).

Long Term Disability (LTD)

This program provides income replacement of 60 percent of your budgeted salary, up to a maximum of $7,500 per month (combined with benefits from Workers' Compensation, Social Security, other group disability and employer contributory retirement plans) if you are unable to work due to total disability. Benefits begin after six months of continuous total disability and generally continue until you are no longer disabled or reach age 65.

Basic Life Insurance

The university provides basic coverage equal to one-half your budgeted annual salary, up to a maximum coverage of $50,000. CIGNA insures the plan.

Cornell University Retirement Plan (CURP)

The university contributes an amount equal to 10 percent of annual base salary to your retirement account. You decide how to allocate your contributions to a variety of funds that are available through TIAA-CREF and Fidelity Investments. Participation dates vary according to eligibility, which is determined by employment status. You are immediately vested in (you own) your CURP account with the first contribution.

Employee Assistance Program (EAP)

The Employee Assistance Program offers a valuable confidential resource at no cost to you or your family. The program offers assessment, referrals and brief counseling services to faculty, staff and their families seeking to resolve personal and job-related problems.

Cornell Wellness Program

The Cornell University Wellness Program provides educational and physical fitness opportunities for faculty, staff, and their families to engage in healthy lifestyles that enhance the social and physical dimensions of life.

Workforce Diversity, Equity and Life Quality

The Office of Workforce Diversity, Equity and Life Quality is dedicated to creating a positive environment for Cornell's faculty, staff, and students by assisting in the resolution of discrimination, harassment, and bias matters; providing resources in the areas of affirmative action and diversity; and by addressing work-related issues that affect the life quality of Cornell's increasingly diverse employee population.

Cornell Children Tuition Scholarship (CTTS)

Salaried Post Docs who have worked at least 4 years full-time are eligible for the CCTS benefit. This means we are able to go back and count all consecutive time worked previous to this date as long as the Post Doc was salaried and working full-time.

Payroll deduction benefits

Tax Deferred Annuity Plan

Cornell's Tax Deferred Annuity Plan offers faculty and staff the opportunity to save for retirement by making pre-tax contributions to a variety of investment options offered by TIAA-CREF and Fidelity Investments. Tax deferral on contributions and investment growth continues until you begin to withdraw money from the account, usually at retirement.

Select Benefits

This program allows faculty and staff to establish individual accounts to pay for medical expenses not covered by health insurance plans or dependent care expenses with pre-tax dollars. Aon Consulting administers the plan.

Group Universal Life Insurance (GUL)

GUL gives you the opportunity to purchase additional life insurance and participate in a cash accumulation fund. The plan allows you to elect up to 10 times your salary in life insurance coverage, up to $1.5 million. The benefit is portable if you should leave the university. Coverage for family members is also available. If you elect to contribute to the cash accumulation fund, the interest earned is income tax deferred as long as it remains in your account. You can borrow against the money in your cash accumulation account or make withdrawals. CIGNA insures the plan.

Personal Accidental Insurance (PAI)

You may voluntarily purchase individual or family coverage for accidental death, dismemberment, or total disability. You can select employee coverage amounts from $10,000 to $500,000, but coverage above $250,000 cannot exceed 10 times your annual budgeted salary. CIGNA insures the plan.

Long Term Care

Long term care insurance provides funding for a range of services for participants who need long term custodial care in a nursing home or at home. Cornell makes long term care insurance available through payroll deduction. CNA insures the plan.

Auto and Homeowner's Insurance

Automobile and homeowner's insurance may be purchased at group rates through a program arranged by Marsh@WorkSolutions. Premiums are paid through payroll deduction. You can compare coverage options between MetLife Auto and Home and Travelers Inc.

Paid time off

Vacation

Post-doctoral associates accrue at the rate of one day per month, to a total of 15 days per year; additional days may be awarded to a total of 22 days a year at the discretion of the professor and the chairperson. Vacation must be taken before the termination date of the appointment; vacation cannot extend salary payments beyond the termination of appointment.

Holidays

The university recognizes the following holidays: Memorial Day, Independence Day, Thanksgiving Day and the day after, and winter holidays (usually six days between December 25 and January 1). According to the academic calendar, Labor Day is not a holiday for academic employees.

Leaves

Cornell provides leave for Family and Medical Leave Act (FMLA), military service or training, and jury duty.

Educational opportunities

Educational Programs

  • The Guide to Workshops, published once a year, offers faculty and staff the opportunity to participate in numerous educational programs. Topic areas include communication, leadership, personal and career development, supervision, health and wellness, work and family, financial administration, and information technology.

  • Extramural Program (Cornell Academic Courses) Postdocs may enroll in up to four credit hours per semester in Cornell academic courses tuition-free to help improve their job performance and assist in their career and personal development. Postdocs are eligible upon employment with approval of their supervisor and department head.

For more information

More detailed information regarding these benefits and privileges is contained in the Human Resource Policies on the Web at www.ohr.cornell.edu/policies/index.html and in Cornell's summary plan descriptions. If you have any questions about this summary or your employee benefit programs, contact Benefit Services, Office of Human Resources, 130 Day Hall, (607) 255-3936, or e-mail: benefits@cornell.edu.

While every attempt has been made to ensure the accuracy of this Summary of Benefits, the legal documents, policies, or certificates pertaining to the various benefit plans prevail in the event of any discrepancy. This Summary of Benefits does not constitute a legal document. The policies summarized here are not conditions of employment and are subject to change. The language is not intended to create a contract between the university and its faculty and staff.

The university reserves the right to amend, modify or withdraw in its sole discretion any provision contained herein. Neither this document, nor any of its terms or provisions, constitutes a contractual obligation of the university.

Policies and benefits for members of collective bargaining units may differ from those described herein.