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Leaves, Sabbaticals and other Paid Time OFF The collective bargaining agreement provides a variety of methods to take time-off from regular duties when needed. Most time off provisions are covered in detail in Article XIII and XII of the contract. State and federal law also provides for unpaid and paid time off. Information on leaves available to faculty and academic staff, as well as contractual language on reporting absences is outlined below. LEAVES Leaves of Absence with Pay
Paid Professional Leave (Excluding Sabbaticals) Other Leaves SABBATICALS Overview and advice on sabbaticals OTHER PAID TIME-OFF
FEDERAL & STATE LAWS PROVIDING LEAVE
Leaves of Absence with Pay a) Court and Related Duties (Jury Duty). Any member of the bargaining unit who must be absent from his/her regular duties by reason of jury duty shall receive compensation from the University equal to the difference between his/her regular University compensation and the amount received by the member for serving Click here for further details on Court and Related Duties (Jury Duty). b) Short-term military leave. Any member of the bargaining unit required to perform unexpected military obligations shall be granted short-term military leave not exceeding thirty days. Click here for further details on Military Leave. Members of the bargaining unit suffering from a physical and/or mental illness or disability sufficiently serious to affect materially such person's ability to properly fulfill the duties and responsibilities of his/her position may be placed on mandatory sick leave. The medical determination must be completed by a health care provider mutually agreeable to the Administration and the Union and is subject to the grievance procedure. Click here for further details on Mandatory Sick Leave. Faculty and academic staff represented by the AAUP-AFT are entitled to paid intervals of up to 5 days for: 1) Bereavement of an immediate family member, or 2) To care for an immediate family member with a serious illness or injury. Such time off is to be deducted from accrued short-term disability days. An additional 5 days can be granted through a request to the unit administrator and with approval of the President or designee. “Immediate family members” includes spouse, domestic partner, parent, sibling, child, grandparent, parent-in-law, domestic partner's parent, sibling-in-law, domestic partner's sibling, child-in-law, domestic partner's child, and grandchild or domestic partner's grandchild. Other persons shall be considered members of the immediate family only if living in the immediate household. Click here for further details on Personal Emergencies. Faculty and academic staff under the AAUP-AFT contract receive one month (22 days) of paid sick leave and an addition month for every year of service for up to a maximum of six months of leave. Short-term disability benefits shall accrue to fractional-time members in proportion to the fraction of time worked. These provisions also allow for return to work on a part-time basis with medical approval and for extended partial benefits for those with 5 or more years to cover any gap before completing the 6-month waiting period for long-term disability. Click here for further details on Short-Term Disability Leave for Illness. Paid Professional Leave (Excluding Sabbaticals) Academic-Staff Professional Development Released Time Upon presentation of an appropriate project for professional development, and with the approval of the unit administrator, an Academic-Staff member is entitled to up to one day of released time per week for up to fifteen weeks per calendar year. Click here for further details on Academic-Staff Professional Development Released Time. Up to 30 days paid leave for outside professional activities related to University responsibilities may be granted with the approval of president or his designee. Two to 3 weeks prior approval is required. Click here for further information on authorized short-term absence. The contract contains a number of provisions to help balance family and work obligations. These include: 1) Paid absences of up to 5 days in length to care for a seriously ill or injured family member. This can be extended an additional 5 days with Administration approval. (See Article XIII.C.3.c) 2) Paid absences of up to 5 days in length for bereavement of a family member. This can also be extended an additional 5 days with Administration approval. (See Article XIII.C.3.b) 3) Paid short-term disability leave for temporary illness caused or contributed to by pregnancy, childbirth and/or recovery therefrom. (See Article XIII.D.1) 4) Modified-Duties to temporarily reduce or rearrange workloads during pregnancy/adoption process or when managing childcare responsibilities. (See Article XIII.D.2) 5) Unpaid leave of absence for up to 12-months. (See Article XIII.D.3) 6) Temporary, fractional-time appointments may be requested. (See Article XIII.D.4) 7) Tenure or Employment Security System (ESS) interruption where a parent with primary responsibility for an infant or young child can have up to one year excluded from the tenure or ESS clock. (See Article XIII.D.5) 8) Two Paid personal days are available to faculty and academic staff who’ve completed six months of service. Those with at 10 or more years are entitled to three personal days. (See Article XIII.C.3.e) The Family Medical Leave Act (FMLA) provides additional benefits. Click here for further information on FMLA. Click here for further information on unpaid leave.
SABBATICALS Tenured academic staff or faculty members who have worked the required number of semesters (at least six or twelve semesters as full-time faculty/academic staff) are eligible to take a sabbatical. Non-tenured track Assistant Professors. Associate Professors or Professors are also eligible for consideration for a one semester sabbatical leave after six semesters of full-time service. For general information and advice on sabbaticals click here. Click here to access contract language on sabbaticals. OTHER PAID TIME-OFF Closures Compensatory Time and Flexible Work Schedule (Academic Staff)
Download a template that can be used to develop a policy in your unit in word or in .pdf. Holidays Long-Term Disability Income Insurance For further details on Long-Term Disability click here. Personal Days For further details on Personal Days click here. Vacation Granting of vacation will take into account the needs of the unit, but refusal to process a vacation request is subject to the grievance procedure. Members who have reached 90% of maximum accumulation (155.25 hours or 21 days for full-timers) can receive two-weeks vacation pay in-lieu of paid time off. Click here for further details on Vacations. FEDERAL AND STATE LAWS PROVIDING LEAVE The Family Medical Leave Act (FMLA) For further details on Family Medical Leave Act click here. Click here to connect to the U.S. Department of Labor’s site on FMLA Military Family Leave Also, an eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to 26 weeks of leave in a single 12-month period to care for the servicemember. Click here for further information on Military Family Leave. Military Leave Click here for further details on Military Leave. Workers Compensation Michigan's Workers' Compensation Agency administers the Workers' Disability Compensation Act of Michigan and is responsible for ensuring that eligible injured workers receive the appropriate compensation under the law. Faculty and academic staff are responsible for reporting their absences in a timely fashion on the official Time/Exception Report and are expected to discuss with the designated person in his/her academic unit teaching obligations and/or other essential duties that will be affected by the absence. [Art. XIII.E] Click here for further information on Reporting of an Absence.
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AAUP-AFT, Local 6075 - 5057 Woodward Avenue - Suite 3301 - Detroit, Michigan 48202-4050 - Phone: (313) 577-1750 / Fax: (313) 577-8159 |
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