University of Michigan Graduate Employees Organization leave

From Coalition of Graduate Employee Unions

Article XIII: Medical Leave, Parental Accommodation Period, Jury or Witness Service, Immigration Proceedings, Bereavement Leave Pay, and Replacement Coverage


Section A. Medical Leave


An Employee shall be eligible for up to three (3) weeks of medical leave pay in a consecutive twelve (12) month period beginning the first day of the initial employment period when unable to meet employment obligations because of personal illness, injury, medical appointment, medical procedure, or other disabling medical condition, or because of the illness, injury, medical appointment, medical procedure, or other disabling medical condition of a family member or Other Qualified Adult as that term is defined in Article XI.A.


For the purpose of determining the number of paid medical leave days available,


1. a scheduled work day shall be defined as a day containing scheduled work commitments including, but not limited to, lectures, recitations, labs, office hours, and staff meetings;

2. a week shall be defined as the number of scheduled work days in a calendar week; and

3. the total medical leave eligibility shall be determined by multiplying the number of scheduled work days in a week by three (3).


For the purpose of determining the percent of medical leave used, divide the number of scheduled work days missed because of personal illness or injury, by the total medical leave eligibility.


Section B. Employee Parental Accommodation Period


All Employees will, on request, be granted a Parental Accommodation Period immediately following the birth of the Employee’s child or the Employee’s adoption of a child under the age of 6. The Employee Parental Accommodation Period should be tailored to the Employee’s individual circumstances and should take into account the Employee’s job duties. All parties will make a reasonable effort to minimize disruption to the performance of the Employee’s job duties.


The following provisions shall apply to the Parental Accommodation Period:


1. General Provisions

a. The Parental Accommodation Period shall not exceed six (6) weeks and must be completed within six (6) weeks of the birth or adoption of a child under the age of 6.

b. During the Parental Accommodation Period, the Employee will be excused from his or her regular job duties.

c. The Parental Accommodation Period may not exceed the Employee’s previously scheduled appointment end date.

d. Whenever possible, an Employee must request use of the Parental Accommodation Period in writing no less than four (4) weeks prior to the scheduled start of the Period.


2. Salary Continuation During the Parental Accommodation Period

a. During the Parental Accommodation Period, an Employee may use any available Medical Leave provided under Article XIII.A. to provide salary continuation following the birth of the Employee’s child or the Employee’s adoption of a child under the age of 6 or to cover periods of absence related to the health consequences of pregnancy, childbirth, and related conditions.

b. In addition to Medical Leave provided under Article XIII.A., an Employee who gives birth to a child will be provided with three (3) weeks of parental accommodation pay.

c. Paid leave taken by an Employee shall first be covered by parental accommodation pay per B.2.b. above, and should that leave exceed three (3) weeks, then Medical Leave shall take effect, per B.2.b. above.

d. All other Employees eligible for the Parental Accommodation Period (i.e. those not covered by B.2.b. above) may take an additional three (3) weeks of unpaid parental leave immediately following the birth of the Employee’s child or the Employee’s adoption of a child under the age of 6.

e. The University will continue to provide Employer contribution to the Employee’s health and/or dental benefits during the Parental Accommodation Period.

f. The Employee’s tuition waiver, as provided under Article XX, shall continue during the Parental Accommodation Period.


3. Return to Job Duties Following the Parental Accommodation Period

a. Following completion of the Parental Accommodation Period, the Employee may return to his or her previously assigned job responsibilities. The Employee and his or her employing unit will work cooperatively to minimize disruption to the Employee’s job duties during this transition period. If the employing unit determines that the Employee’s return to his or her previously assigned job duties would pose an undue disruption, the employing unit may modify the Employee’s assignment for the remainder of the appointment period, or may give no assignment for the remainder of the appointment period, consistent with Article IX.C.10.

b. Upon mutual agreement between the Employee and his or her employing unit, an Employee who maintains employment eligibility consistent with Article VIII.A. throughout the involved term of appointment may remain on unpaid parental leave status (i.e. without effort or pay, but with continuing eligibility for tuition waiver and University contribution to health benefits) through the previously-established appointment end date. The following provisions will apply in such circumstances:

i. The University will continue to provide Employer contribution to the Employee’s health and/or dental benefits until the Employee’s previously scheduled appointment end date.

ii. The Employee’s tuition waiver, as provided under Article XX, shall continue for the remainder of the term during which the Parental Accommodation Period occurred.


Section C. Jury or Witness Service

In the event an Employee is unable to meet employment obligations because of jury duty or witness service in response to a subpoena, the Employee shall be granted time off with pay. Such an absence shall be without loss of compensation. In this connection, the Employee shall provide the University with written verification from the Court Clerk of the times and dates of the required service.


Section D. Immigration Proceedings


In the event an Employee is unable to meet employment obligations because the Employee is compelled during working hours to participate in immigration procedures such an absence shall be without loss of compensation. In this connection, the Employee shall provide the University with written verification from the involved governmental agency including times and dates relevant to the absence.


In the event an individual with whom an Employee shares a close personal relationship is compelled to participate in immigration procedures related to his or her valid immigration status, the Employee may be released without loss of compensation, and such release will not be unreasonably denied.


Section E. Bereavement Leave Pay


1. Paid Leave

a. Employee will be granted the amount of time off with pay that is required to attend the funeral, memorial, or other similar services or gatherings, and/or to make arrangements necessitated by the death of any of the following:

The Employee’s spouse or significant other non-related person living in the Employee’s household or the child, parent (including step-parent or the significant other of a parent), grandparent, sibling, grandchild (or spouse/significant other of any of the preceding) of either the Employee or the Employee’s spouse or significant other.

b. An Employee experiencing bereavement upon conclusion of a pregnancy, in cases other than live birth, shall be granted paid bereavement leave.

c. In no event shall the time off exceed three (3) consecutive days (Monday – Friday).

2. Unpaid Leave

If additional time off is needed, the Employee may request an extension, without pay, of the bereavement leave for a period of time not to exceed fourteen (14) calendar days.


Section F. Replacement Coverage

In the event an Employee is unable to fulfill employment duties, services or obligations for reasons covered under this article, the Employee will notify the appropriate immediate supervisor (or department or unit designee) as promptly as possible so that arrangements for the absence can be made by the University. In addition, an affected Employee will make reasonable efforts to assist in arrangements for another to meet his or her employment obligations. In no case will the Employee be required to pay for such coverage. It is the responsibility of the University to find a temporary replacement.