Human Resources and Occupational Medicine

Open Recruitment Areas

Management

Engineering

Information Technology

Scientific Associate

Professional/Administrative

Technical

Secretarial/Clerical

Union/Bargaining Unit

Postdoctoral/Scientific Staff

Goldhaber Distinguished Fellowships

Other Information

Job Fairs/Recruitment Calendar

Summary of Benefits

This summary provides an overview of our current benefits and policies. Additional information may be obtained from the Human Resources Division, Bldg. 400B.

BENEFITS

Vacation

If you are on the weekly payroll, vacation credit accrues monthly according to the following schedule:

Less than 5 years of service - 1 day
5 years to 10 years of service - 1¼ days
10 years to 15 years of service - 1½ days
After 15 years of service - 2 days

If you are on the monthly payroll, vacation credit accrues monthly according to the following schedule:

Less than 5 years of service - 1½ days
5 years to 10 years of service - 1¾ days
10 or more years of service - 2 days

Sick Leave

Sick leave is granted by the Laboratory to all full-time and eligible part-time employees to provide continuity of income during absences due to illness or injury. Sick leave accrues at the rate of 1¼ days for each full month of service.

Holidays

Nine regularly scheduled holidays are observed by all full-time and eligible part-time employees. Two additional holidays observed during the year, are announced each January. In addition, a half-day holiday will be observed consisting of the last four hours of the regularly scheduled workday preceding Christmas.

Medical Plan

All regular employees who work at least 20 hours per week and their eligible dependents have the option of enrolling for coverage in the Medical Plan. There are several options available to employees and their eligible dependents. The premiums for medical coverage are shared by the Laboratory and the employee. For additional information, go to: http://www.bnl.gov/HR/Benefits/Medical.asp.

Dental Plan

All regular employees who work at least 20 hours per week and their eligible dependents have the option of enrolling for coverage in the Dental Plan. There are several options available to employees and their eligible dependents. The premiums for dental coverage are shared by the Laboratory and the employee. For additional information, go to:http://www.bnl.gov/HR/Benefits/dental.asp.

Domestic Partner Information

Brookhaven Science Associates (BSA) offers medical and dental coverage to the same-sex domestic partners of eligible employees. This means that a same-sex domestic partner and that person’s child(ren) will be eligible for the medical and dental benefits for which a spouse and child(ren) are currently eligible. Due to Internal Revenue Service regulations, expenses for domestic partners and their dependents are not eligible for reimbursement from either the health care or dependent care flexible spending accounts. (Domestic partner coverage is not available to active members of the SCSPA union). For additional information, go to: http://www.bnl.gov/HR/Benefits/Domestic_Partner.asp.

Life Insurance Plan

Basic Life Insurance, providing coverage equal to approximately one times annual base salary, is provided at no cost for all regular employees who work at least 20 hours per week and are under age 65. Reduced coverage amounts are provided to employees age 65 or over. In addition, Supplemental Life Insurance is available, on an optional enrollment basis, to all regular employees who work at least 20 hours per week. The premiums for supplemental insurance are paid for by the employee. For additional information, go to: http://www.bnl.gov/HR/Benefits/life_ins.asp.

Accidental Death and Dismemberment Insurance

All regular employees who work at least 20 hours per week are provided with Accidental Death and Dismemberment (AD&D) Insurance up to a maximum amount of $25,000. The Laboratory pays the cost of AD&D coverage. For additional information, go to: http://www.bnl.gov/HR/Benefits/AccidentalDD_ins.asp.

Long Term Disability Plan

All regular employees who work at least 20 hours per week and who are age 30 or over are required to participate in the Long Term Disability Plan upon completing one year of continuous service. Employees under age 30 with one year of continuous service have the option to participate. The maximum monthly disability benefit an employee may qualify for is 60% of base salary. The premiums for long term disability coverage are shared by the Laboratory and the employee. For additional information, go to http://www.bnl.gov/HR/Benefits/LT_Disability.asp

Flexible Spending Accounts Plan

All regular employees who work at least 20 hours per week have the option of enrolling in a Health Care Reimbursement and/or Dependent Day Care Reimbursement Account. These accounts allow employees to reimburse themselves with “before-tax” dollars for eligible out-of-pocket health care and/or dependent day care expenses. For additional information, go to http://www.bnl.gov/HR/Benefits/FSA_main.asp.

Retirement Plans

All employees who work at least 1000 hours per year are eligible to participate in the Retirement Plan at the attainment of the required age and length of continuous service. Persons with guest or visitor appointments, research associates (including R.A.s, junior R.A.s, senior R.A.s, and research fellows), and student assistants are not eligible to participate in this plan.

The Laboratory will contribute to each eligible employee’s retirement plan account. Employees may invest in specified funds. For additional information, go to: http://www.bnl.gov/HR/Benefits/Retirement.asp.

401(k) Plan

All employees who work at least 1000 hours per year are eligible to contribute a percentage of gross salary on a tax-deferred basis to the 401(k) Plan. Employees may invest in specified funds. For additional information, go to: http://www.bnl.gov/HR/Benefits/Retirement.asp.

Long Term Care Plan

All regular employees who work at least 20 hours per week have the option of enrolling in the Long Term Care Plan. Long Term Care refers to a wide range of personal care, health care and social services for people who suffer a chronic disease or long-lasting disability. The Plan may provide coverage for medical care and assistance not covered by the medical program. The premiums for long term care coverage are paid by the employee. For additional information, go to: http://www.bnl.gov/HR/Benefits/LT_Care.asp.

Recreation (BERA)

The Laboratory provides and maintains on-site recreation facilities and encourages employees, visitors, guests and facility users to participate in a broad program of social, cultural and athletic activities. Recreation facilities located on the Laboratory site include an indoor swimming pool with locker and shower rooms, a gymnasium with exercise and weight rooms, six tennis courts, a recreation park with softball, football and soccer fields, an 18-station Parcourse Fitness Circuit, and a recreation building for meetings and parties. For additional information, go to: http://www.bnl.gov/bera/.

Child Development Center

The Laboratory provides an on-site facility, fully accredited by the National Association for the Education of Young Children, to accommodate the child care needs of Laboratory employees and guests. The Center provides care for children from six weeks to five years of age, and is open from 8:00 AM to 5:30 PM, Monday through Friday. For additional information, go to: www.bnl.gov/HR/CDC/ChildDevCntr.asp.

Upton Nursery School

The Upton Nursery School is a non-profit, parent run cooperative preschool. Classes meet three mornings a week from 8:30 - 11:30 for the duration of the school year. For additional information, go to: www.bnl.gov/nurseryschool/welcome.htm.

POLICIES

Salary Administration Program

The aims of the Laboratory’s Salary Administration program are: 1) to maintain pay levels which are competitive with those of similar organizations and other relevant job markets; 2) to pay superior employees commensurate with their performance level; 3) to ensure fair and consistent salary treatment among employees; 4) to attract, motivate and develop the highly competent employees necessary to achieve the Laboratory’s mission; and 5) to ensure that compensation decisions are made without regard to race, color, religion, age, gender, national origin, disability or veteran status.

Professional Development/Tuition Assistance

Employees have a variety of options to increase their professional effectiveness. These include supervisory and staff development training courses and a tuition assistance program which reimburses 100% for graduate courses and 75% tuition for undergraduate courses to all eligible employees who successfully complete the course of study. Upon receipt of the baccalaureate degree, an employee may be reimbursed for the remaining 25% difference.

The Laboratory offers opportunities for advancement to qualified employees. Our placement policy is to select the best qualified candidate for an available position with consideration given to candidates in the following order of priority: (1) present employees within the department, with preference to those in the immediate work group; (2) present employees within the Laboratory as a whole; and (3) outside applicants.

Disclaimer

The information provided herein is intended to provide only a summary of the Laboratory’s benefits and policies. Nothing contained herein shall be construed as a promise of employment or continued employment, or to constitute contractual obligations. If questions arise, official plan documents and insurance agreements are controlling and govern determination of benefits consistent with applicable laws and regulations. The Laboratory maintains the right to modify, suspend, or terminate benefits and policies in whole or in part at any time.

Last Modified: February 1, 2008
Please forward all questions about this site to: Elizabeth Gilbert