Vanderbilt University Medical Center

Nashville, TN

Vanderbilt University Medical Center is an academic medical center based in Nashville, Tennessee, affiliated with Vanderbilt University. The organization emphasizes comprehensive benefits, many of which are available to employees starting on their first day.

see the full file on Vanderbilt University Medical Center

821 open roles at Vanderbilt University Medical Center

documented benefits (12)

Dental	yes
Vision	yes
Life insurance	yes
Disability	yes
Retirement match	Retirement contributions are matched by VUMC up to a maximum of 5%
Retirement match ceiling	5%
FSA	yes
On-site childcare	yes
Mental health	yes
Pet insurance	yes
Median filed wage	$135,990
Labour-law sanction	$40,007 in back wages owed to 1 employee, across 1 concluded case

what Vanderbilt University Medical Center pays

Median of 24 certified wages filed with the US Department of Labor: $135,990.

Half of Vanderbilt University Medical Center's certified filings fall between $75,000 and $275,000.

role	median	filings	range
assistant professor	$265,500	4 filings	$262,500 to $455,259
basic scientist assistant 1	$75,000	2 filings	$72,583 to $75,000
associate professor	$312,750	2 filings	$278,500 to $312,750
enterprise data & analytics consultant	$71,099	2 filings

Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.

the legal floor where they are

Set by law, not by Vanderbilt University Medical Center. It applies to every employer in Nashville, TN.

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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