EEO Affirmative Action Policy for Individuals with Disabilities
A. In addition to policies that apply to all employees, departments may establish or modify rules and conditions of work to promote efficiency, safety and quality service. Day-to-day management is delegated to the departments and rules and conditions may therefore differ from department to department or within units. In all cases, such rules and conditions will be in accordance with the policies of the University and with all applicable federal and state laws and regulations.
The University, consistent with its needs and requirements, wants to minimize the compensation loss of its faculty members during certain periods of absence from work that occur during their annual appointment periods (from September 1 through May 31 for University-year appointments or at any time for twelve-month appointments) due to personal illness, injury or preventive medical or dental care that is either unavoidable or in the best interest of the
The President or his or her designated representative may grant leaves of absence without salary on recommendation by the dean or director to members of the instructional staff for periods of up to one year, and to primary archivists, curators, librarians, and researchers.
Only the Board of Regents may grant leaves exceeding one year in duration and extensions of leaves beyond one year for instructional staff when an appropriate request is made on recommendation by the department head, the dean or director, and the president.
The University of Michigan offers a combined 403(b) and 401(a) defined contribution retirement plan for regular and supplemental faculty and staff.
A. ELIGIBILITY, ENROLLMENT, AND PLAN BENEFITS:
To meet short-term or sporadic staffing needs (i.e. those anticipated to last less than 12 months), units may employ staff on a temporary basis. Temporary appointments are not intended to meet ongoing staffing needs, which should be addressed using the Regular appointment process. Temporary appointments will vary in their duration and may be ended at any time, for any reason.
There are three categories of temporary employment:
It is the policy of the University of Michigan to maintain an academic and work environment free of sexual harassment for students, faculty, and staff. Sexual harassment is contrary to the standards of the University community. It diminishes individual dignity and impedes equal employment and educational opportunities and equal access to freedom of academic inquiry. Sexual harassment is a barrier to fulfilling the University’s scholarly, research, educational, and service missions.
The University may establish or change positions.