Georgetown University campus staff
· founded 1789
see the full file on Georgetown University campus staffdocumented benefits (3)
| Degree paid upfront | Tuition Assistance Program (TAP) covers the EMPLOYEE and their CHILDREN. Employees may use it for undergraduate or graduate study depending on employment category; dependent children for undergraduate study only, at Georgetown or (for children) at an outside school. Service gate: ONE year for the employee, THREE years for a child. Eligibility starts on the date of hire for regular staff hired to work at least 36 hours a week - explicitly including staff represented by SPFPA and 1199SEIU. Tuition only: no deposits, fees or room and board, and lifetime maximums apply. |
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| Hours a week to qualify | Georgetown sets tuition-benefit eligibility at 36 hours a week for regular and term staff (academic employees need 90% time). Below that, no TAP. |
| Union contract | Georgetown's benefits pages name two unions representing its staff by name - the International Union, Security, Police and Fire Professionals of America (SPFPA) and 1199SEIU - and confirm that members of both qualify for the Tuition Assistance Program on the same terms as other regular staff. |
the legal floor where they are
Set by law, not by Georgetown 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.) |
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| 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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