Purdue University, corporate roles

· founded 1869

see the full file on Purdue University, corporate roles

documented benefits (7)

Median filed wage	$89,651
Retirement match ceiling	10%
Retirement match	403(b) Defined Contribution: 10% of budgeted annual pay (plus 10% of summer salary) for faculty and staff; 4% of earnings each pay period for eligible clerical, service and operations/technical staff
Retirement plan	yes
Birthing-parent leave	6 weeks
Partner leave	6 weeks
PTO	22 days

what Purdue University, corporate roles pays

Median of 70 certified wages filed with the US Department of Labor: $89,651.

Half of Purdue University, corporate roles's certified filings fall between $63,500 and $110,933.

role	median	filings	range
assistant professor	$115,512	18 filings	$87,400 to $206,349
clinical assistant professor	$125,000	6 filings	$86,445 to $145,000
post-doctoral research associate	$60,000	5 filings	$45,000 to $65,062
post doctoral research associate	$59,000	4 filings	$53,040 to $60,000
research scientist	$70,000	4 filings	$63,000 to $71,400
postdoctoral research assistant	$66,300	3 filings	$61,256 to $66,950

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

notable perks

Purdue puts 10% of your pay into retirement without you contributing a cent — if you are on the exempt plan
Six weeks of paid parental leave, and half-time staff qualify

the legal floor where they are

Set by law, not by Purdue University, corporate roles. 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.

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