University of Maryland Baltimore, corporate roles
· founded 1807
see the full file on University of Maryland Baltimore, corporate rolesdocumented benefits (7)
| Median filed wage | $78,000 |
|---|---|
| Birthing-parent leave | 12 weeks |
| Partner leave | 12 weeks |
| Adoption leave | 12 weeks |
| How leave is framed | equal_all_parents |
| PTO | 20 days |
| Help paying for childcare | yes |
what University of Maryland Baltimore, corporate roles pays
Median of 17 certified wages filed with the US Department of Labor: $78,000.
Half of University of Maryland Baltimore, corporate roles's certified filings fall between $66,228 and $110,000.
| role | median | filings | range |
|---|---|---|---|
| postdoctoral fellow | $66,228 | 6 filings | $61,428 to $75,564 |
| research associate | $79,181 | 4 filings | $75,564 to $90,000 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-29.
notable perks
- Tuition remission is a program that provides eligible employees, their spouses and dependents, and UMB retirees with an opportunity to take classes at a University System of Maryland institution.
- Regular full-time faculty and staff employed at least 50% are eligible for tuition remission for up to (8) credits per semester at any USM institution or reciprocal institution (Morgan State University, St.
- Part-time faculty and staff may receive tuition remission in proportion to their full-time equivalent (FTE).
- Fellows, graduate research assistants, and graduate teaching assistants may also apply for tuition remission, however, their family members are not eligible.
- Contingent Category II employees who are employed at 50% or greater are eligible for tuition remission for the employee only.
- They may receive tuition remission for up to eight (8) credits per semester at any University System of Maryland (USM) institution or reciprocal institution, including Morgan State University, St.
- If the dependent child or spouse has already earned an undergraduate degree from any institution, they are not eligible for tuition remission.
- For employees hired before 7/1/1990, please see the tuition remission policy PDF for details.
- Employees should review the tuition remission restrictions as it relates to the attending school every semester in which they apply.
- Twelve weeks of PAID parental leave — 480 hours
- Sick time accrues with no cap at all
- Tuition remission that still works after you retire
the legal floor where they are
Set by law, not by University of Maryland Baltimore, 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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