Emory University campus staff
· founded 1836
see the full file on Emory University campus staffdocumented benefits (3)
| Hours a week to qualify | Tuition reimbursement is stated in hours, not FTE: 36 hours or more a week counts as regular full-time and is reimbursed for up to 5 credit hours per academic session (rising to 6 from 10 August 2026). Regular PART-TIME employees working at least 20 hours a week are reimbursed for up to 2.5 credit hours per session. |
|---|---|
| Benefits while part-time | yes |
| Degree paid upfront | Courtesy Scholarship: a grant covering TUITION ONLY - not textbooks, fees or other charges - for the EMPLOYEE and their FAMILY MEMBERS (spouse and dependent children must show a marriage or birth certificate) admitted to academic programmes at Emory University. The percentage of tuition covered depends on the employee's years of service. Emory HEALTHCARE employees are excluded from the Courtesy Scholarship entirely. A separate Tuition Reimbursement programme covers job-related study at other institutions for anyone working 20 hours a week or more. |
the legal floor where they are
Set by law, not by Emory University campus staff. It applies to every employer in this place.
| 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.
Work at Emory University campus staff and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.