Carnegie Mellon University

Pittsburgh · founded 1900

see the full file on Carnegie Mellon University

documented benefits (7)

Median filed wage	$86,441
PTO	17 days
Backup care	yes
Life insurance	yes
Dental	yes
Vision	yes
Disability	yes

what Carnegie Mellon University pays

Median of 25 certified wages filed with the US Department of Labor: $86,441.

Half of Carnegie Mellon University's certified filings fall between $68,000 and $109,866.

role	median	filings	range
assistant professor	$140,000	4 filings	$105,335 to $140,000
research associate	$61,324	3 filings	$61,008 to $62,000
postdoctoral fellow	$70,000	3 filings	$67,829 to $78,100
postdoctoral research associate	$67,829	2 filings	$57,117 to $67,829

Source: US Department of Labor, FY2025 Q4. Read 2026-07-29.

notable perks

100%: Tuition remission for staff or faculty taking CMU courses.
Paid Time Off (PTO): New full-time staff generally receive up to 17 days per year for vacation, illness or personal needs.
Care Concierge & Matching: Our dedicated concierge service provides 1-on-1 support to help you navigate caregiving, while CareBenefits matches you with vetted child, senior or pet care, including emergency backup care.
On-Site Child Care: Access high-quality on-campus care with a sliding scale benefit to help lower tuition costs based on your income.
Award-Winning Lactation Support: Nursing parents have access to private, comfortable campus spaces and dedicated resources.
CMU invests in your education, and your family's, through our tuition assistance programs.
Your Education at CMU: Eligible employees receive 100% tuition remission for up to two courses (or four mini courses) per term at Carnegie Mellon (any subject).
Other Institutions: Receive 50% tuition assistance for career-related courses taken at any other accredited institution.
Dependent Tuition: We help cover the cost of your children's undergraduate education or approved trade school, with various levels of assistance available for CMU or other universities.

the legal floor where they are

Set by law, not by Carnegie Mellon University. It applies to every employer in Pittsburgh.

IVF cycles the state covers	THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.)
Adoption leave the law gives	12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.)
Pay when you are ill	No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.)

Every claim above is sourced and dated. See sources on the full page.

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