Staff members required to restrict their whereabouts and/or activities in order to be available to work on-site or off-site to meet emergencies, shall receive “on-call” compensation.
Human Resources Offices will provide orientation resources for new staff members to acquaint them with University operations, programs, benefits, and facilities.
Orientation programs for new staff members are made available online and/or are scheduled and conducted by the pertinent Human Resources Offices on each campus.
All newly hired staff members will complete a review of the orientation materials on the first day of employment or shortly thereafter.
There will normally be a rest period which may be taken at a time and place and in a manner which does not interfere with the efficiency of the department. The rest period will be with pay and will not exceed 15 minutes for each 4 hours of work. The rest period is intended to be a recess to be preceded and followed by an extended work period. Consequently, it may not be used to cover a staff member’s late arrival to work or early departure, to extend the lunch period, nor may it be regarded as cumulative if not taken.
Shift premium, if applicable, will be paid as an addition to the base wage rate of regular employees in order to compensate those whose schedule of work starts on or after times specified in University regulations. Temporary employees are generally not eligible for shift premium. However, shift premium may be paid to temporary employees when it meets operational needs and with the approval of the appropriate Human Resources office
The purpose of Audit Services is to assist the Board of Regents, President and University Leadership in the discharge of their oversight, management, and operating responsibilities by providing objective assurance, advisory, and investigatory services to the University community. Audit Services adds value by evaluating the adequacy and effectiveness of internal controls and policies, identifying areas of potential risks, engaging in special investigations and providing informed advice.
It is the policy of the University to remain open at all times in order to maintain our commitment to the community by providing services to students, patients, and the public. In the event of unforeseen circumstances or events, the University reserves the right during an emergency to interrupt or reduce services for prolonged periods of time, while minimizing to the degree possible the negative impact on services and people. This policy reflects the high value the University places on its faculty, staff, and students.
The following offices, in cooperation with operating unit management, will identify, recommend, plan, organize, and administer specific career and professional development programs for university faculty and staff members: Organizational Learning (OL), Medical School Faculty Development (FD), Michigan Medicine Organizational Effectiveness (OE), and Dearborn and Flint campuses by their Human Resources offices.
The University offers its faculty and staff members the option of retiring completely or “phasing” into retirement by various combinations of partial appointments and for eligible professorial staff, a partial furlough. Eligible individuals selecting full retirement are terminated from active status.
The University is committed to promoting a culture of safety among faculty, staff, students, and visitors; providing a safe and healthy place to work, study, live, or visit; and to protecting the natural environment.
The University offers unpaid leaves of absence to provide continuity of service during an extended period of absence. Leaves of absence are without compensation by the University. Twelve months of continuous service is required between any two of these leaves: personal, educational, government service, or for a child care leave lasting greater than six months.