What faculty titles are covered by the contract?
All non-tenure-track instructional staff are covered by the agreement. These titles do not include dry appointments, GSI appointments, tenured/tenure track faculty from within the hiring unit or outside of the hiring unit, clinical and adjunct clinical faculty, or Visiting titles.
The following list includes current LEO titles and job codes.
- LEO Intermittent Lecturer - 202800
- LEO Lecturer I - 202820
- LEO Lecturer II - 202840
- LEO Lecturer III - 202860
- LEO Lecturer IV - 202880
- LEO Adjunct Professor - 202700
- LEO Adjunct Associate Professor - 202720
- LEO Adjunct Assistant Professor - 202740
- LEO Adjunct Lecturer - 202780
If a Lecturer has supervisory duties over other Lecturers, should they be excluded from the bargaining unit?
Determinations as to whether or not specific non-tenure-track instructional positions are subject to, or would legitimately be excluded from, the terms of the LEO contract can be complex and nuanced. Contact Academic Human Resources, or the Offices of Human Resources in Dearborn and Flint, with specific questions about whether an individual should be excluded from the bargaining unit.
If a contract requirement conflicts with the Standard Practice Guide (SPG), which one takes precedence for the LEO members?
The contract between the University and the LEO is the controlling authority for employment conditions for lecturers covered by it. If the contract is silent on a topic covered by the SPG, for example smoking in the workplace, the SPG would govern. If the contract conflicts with the SPG, the contract controls. If you have any questions or doubts about a conflicting rule, please contact your Academic HR representative or the Offices of Human Resources in Dearborn and Flint.
LEO Workload Standards
Schools/Colleges are required to publish current workload standards for full-time equivalent employment, for each Lecturer title employed within the Unit. If an individual academic Unit calculates effort in a different manner from the general school/college workload standard, the Unit is required to publish their effort calculations.
Academic Units may continue and/or establish course credit equivalencies as appropriate and shall also define and publish their course credit equivalencies.
For additional information on LEO Workload standards, please review Article XXVIII and/or contact Academic HR or the Offices of Human Resources in Dearborn and Flint.
Posting, Hiring and Titles
How is the waiver process (institutional reporting) affected by the posting requirements?
All positions are required to be posted on the U-M Careers website via the eRecruit system. The contract provides for circumstances when the posting requirement can be waived, subject to advance approval by Academic Human Resources:
- In the event that the employing academic unit intends to recall an Employee from layoff.
- When a Lecturer III position is being filled from the ranks of current or laid off Employees.
- When it would interfere with the need for timely hiring decisions, in unusual circumstances, or if otherwise provided for in the contract.
- When the Employer fills a position under Article XIV, Provisions for Special Case Appointments.
Please note that the posting waivers listed above do not replace the need to request specific institutional reporting waivers from Tammy Deane in AHR, or the Offices of Human Resources in Dearborn or Flint.
How should my department handle Spring/Summer appointments?
Spring and summer appointments should continue to be made following the practices currently in place. Please contact Academic HR, or the Offices of Human Resources in Dearborn and Flint, if your academic unit is considering any change to its existing spring/summer hiring practices.
LEO wants to meet with new Lecturers in our department, school or college, is this permitted?
Article V, Union Rights, allows a one-hour time slot for LEO to make a presentation at any orientation session that a department, school or college may provide for new Lecturers at the beginning of each academic year. If LEO is interested in presenting, they must contact the academic unit’s designated contact person to arrange for the presentation. If you have questions about a request by LEO to meet with new Lecturers, please contact Academic Human Resources or the Offices of Human Resources in Dearborn or Flint.
How should the issue of substitute teaching in departments be addressed?
Article XXX, Temporary Substitute Teaching, addresses the responsibility of units for substitute teaching assignments. If an academic unit assigns a Lecturer to substitute teach, the unit is then responsible for compensating the Lecturer based on the Lecturer’s full-time rate and percentage of effort associated with the additional teaching assignment. In situations where Lecturers are allowed by the academic unit to make independent arrangements to have another instructional faculty cover the course, they are left to their own agreements between one another; the unit does not have to approve or arrange payment.
What is the difference between a Lecturer I and an Intermittent Lecturer?
A Lecturer I appointment is primarily for the teaching (and its related duties) of assigned courses. There is no requirement of any additional duties or responsibilities with this appointment. Lecturer I’s are appointed for periods of one (1) or more semesters. Lecturer I’s who have held appointments for eight consecutive or at least eight of the last ten fall and winter semesters shall undergo a major review. A Lecturer I appointment does not carry with it the presumption of renewal.
An Intermittent Lecturer is defined as one who typically teaches one or more regularly occurring courses as an ongoing part of the academic curriculum, but only one (1) semester per academic year. For this group of Lecturers, one (1) semester or less per academic year is the regular appointment pattern and not the result of layoff due to lack of instructional/programmatic need or budgetary support. An Intermittent Lecturer shall, upon written request, undergo a review after their fifth consecutive year of service. If the review is successful, the Intermittent Lecturer will receive a 7 % raise*. An Intermittent Lecturer shall, upon written request undergo a second review after their ninth consecutive year of service. If the review is successful, the Intermittent Lecturer will receive a second 7% raise*.
If the course that the Intermittent Lecturer regularly teaches is canceled, the Lecturer is subject to layoff and has recall rights for the semester in which they usually teach but only for the effort typically associated with their appointment. There are no other recall rights available to the Intermittent Lecturer.
Please contact Academic Human Resources (Ann Arbor), or the Offices of Human Resources in Dearborn or Flint for assistance in developing these appointments.
*Employees whose start date is on or after the start of the 2022-2023 academic year shall receive a five percent (5%) major review increase to the Employee’s full-time rate effective on the 1st of September following successful completion of the first and second major reviews. Please contact Academic Human Resources with questions pertaining to major review increases.
What are Special Case Appointments?
Article XIV, Provisions for Special Case Appointments, defines five potential categories of appointments that fall within the purview of the contract but have distinct characteristics associated with them. These appointments must be approved in advance by Academic Human Resources and are typically limited term appointments. They include:
- Appointment of Lecturers to Endowed Positions
- Dual Career Appointments
- Programs to Hire Recent University Graduates
- Exchange Programs
- Noted Professionals
- Post-Retirement Lecturer
What information must be included in a Lecturer’s appointment letter?
All Lecturer appointment letters must include the following information:
- Title (e.g. Lecturer I, Lecturer IV)
- Name of employing academic unit
- Name of department chair, program head, or other person to whom the Lecturer reports
- Name of administrative designee charged with assisting or coordinating disability accommodation requests, as well as the ADA statement
- Percentage of effort and salary
- Information regarding benefit eligibility
- A description of the appointment and general responsibilities
- The statement required under Article IV, Authorization for Payroll Deduction of Union Dues and New Hire Reporting: “The appointment being offered to you in this letter is subject to the terms and conditions of a collective bargaining agreement between The University of Michigan (the “Employer”) and the Lecturers’ Employee Organization, AFT Michigan Local 6244, AFL-CIO (the “Union”). Any questions on union membership should be directed to LEO at email@example.com.”
- Notice that the offer is contingent upon successful completion of a background check
- A statement that all International Employees can receive a variety of support/services through the relevant International Centers in Ann Arbor, Dearborn or Flint, including an orientation. The letter will also include a link to the relevant International Center website and contact information.
What are the parameters under the LEO agreement for using ‘working titles’?
A Lecturer may continue to use a title held prior to September 1, 2007 as a working title. When utilized, working titles should be approved by the involved appointing department and do not alter the formal appointment title of a Lecturer.
Under the provisions of Article XIV, Provisions for Special Case Appointments, a working title may also be used in conjunction with an approved appointment. Please contact Academic HR, or the Offices of Human Resources in Dearborn or Flint, if you wish to request one of these appointments.
Layoff and Recall
What constitutes a layoff?
Non-reappointment or reduction in appointment effort because of budgetary considerations, programmatic change or lack of work is considered a layoff. Termination for cause is not considered a layoff. Likewise, a Lecturer who chooses not to teach for a semester would not be placed on layoff status but maybe eligible for a leave of absence if requested.
Whenever possible, all Lecturers on the unit’s layoff list will be notified of position postings within the unit via electronic mail by the unit and will be given an opportunity to apply for appointment opportunities. It is the responsibility of the Lecturer on the layoff status list to provide current contact information to the unit or department and to provide current application materials.
If you have any questions regarding what constitutes a layoff and how to proceed, please contact Academic Human Resources or the Offices of Human Resources offices in Dearborn or Flint.
Non-reappointment or reduction in appointment effort because of budgetary considerations, programmatic change or lack of work is considered a termination for Lecturers I and Intermittent Lecturers who are non-reappointed prior to being appointed for a third semester. For more information, please see Article XII.E.2.a, Layoff.
Who produces and maintains the layoff/recall list?
HRRIS provides an updated seniority list to each school or college on August 15, November 15, and March 15 of each academic year. However, it is the responsibility of the unit to maintain the layoff/recall list. The HRRIS seniority list should be used, if needed pursuant to the language in Article XII, in conjunction with the unit’s own data to provide the most accurate information.
Additionally, Article XII, Layoff, Reduction in Appointment Effort, and Recall, Section E., describes the specific recall rights for Lecturer I as they differ from other Lecturer classifications. If you have any questions about the recall rights of a Lecturer I, please contact Academic HR or the Offices of Human Resources in Dearborn or Flint.
Additional information regarding recall rights can be found in Article XII.E.1-7.
Recall Rights and Interviews
Employees on full layoff with recall rights who apply for an open position within the bargaining unit and meet the required qualifications will be guaranteed an interview. This guarantee will last for the duration of the employee’s full layoff as defined in Article XII.
Employees on partial layoff, must contact the HR representative from the area in which they received their layoff in order to guarantee an interview if the Employee meets the required qualifications.
What are the notice requirements for a layoff?
Notice should be given to a lecturer as soon as possible after the decision to layoff is made and should include specific language regarding benefits as found in Article XII, Layoff, Reduction in Appointment Effort, and Recall. In any event, the following deadlines must be met to avoid a late notice penalty:
Layoff Notice Deadlines
|Lecturer I/Intermediate Lecturer
*Appointments for Lecturers II, III, and IV are made on an academic year basis. Template layoff letters are available from Academic Human Resources via Drop-Box.
What are the minimum full-time salaries for each campus?
Effective September 1, 2021, the minimum full-time salary rates on each campus are as follows.
Minimum Full-time Salaries
Effective September 1, 2022, the minimum full-time salary rates on each campus are as follows.
Minimum Full-time Salaries
Effective September 1, 2023, the minimum full-time salary rates on each campus are as follows.
Minimum Full-time Salaries
Can my unit change our existing evaluation criteria for interim or major reviews?
Yes, a unit may change its criteria or make significant changes in review procedures, so long as the criteria are consistent with the collective bargaining agreement. However, notice must be given in writing (email will suffice) to all Lecturers in the unit by July 1, for the upcoming academic year.
How does the annual report compare to an interim evaluation?
The annual activity report is required of all lecturers and is used to supplement interim evaluations and major reviews. At a minimum, the lecturer will in the annual report, identify and summarize the Lecturer’s performance and achievement relevant to their assigned duties during the past year, according to specifications provided by the academic unit. Units may expand the information required to be submitted as part of the annual report if they so choose. Units are required to notify their lecturers once per year of the requirement to submit an annual report and the due date for submission. Please see Article XIX, Performance Evaluation for more details. Should a lecturer fail to submit an annual report, the academic unit may withhold the following year’s annual increase. For more information on this process please contact Academic Human Resources or the Offices of Human Resources in Dearborn or Flint.
An interim evaluation must be conducted as least once before the end of the fifth semester worked by a Lecturer I or III and should be based, at minimum, on annual reports, student evaluations and syllabi. The unit must provide written feedback to the lecturer regarding the interim evaluation and the written feedback will be considered in the subsequent major review.
Are LEO Adjunct Lecturers entitled to a review and the accompanying increase?
A LEO adjunct may request a review after five years of service as an adjunct. Upon successful completion of a review, a Lecturer appointed in an adjunct title shall receive a one-time payment in an amount equal to seven percent (7%) of the full-time rate of the adjunct appointment, prorated to the appointment effort in the adjunct title during the semester in which the review was completed*. Such payment shall be made no later than the end of the month following the month in which the review is completed. A LEO adjunct may request a second review after nine years of service as an adjunct and receive the same lump-sum payment as in the first review, upon successful completion of a review*.
*Employees whose start date is on or after the start of the 2022-2023 academic year shall receive a lump sum payment of five percent (5%) of the full-time rate of the adjunct appointment, prorated to the appointment effort in the adjunct title during the semester in which the review is completed.
Are Intermittent Lecturers entitled to a review and the accompanying increase?
An Intermittent Lecturer may submit a written request for a review after their fifth year of service. If the review is successful, the Intermittent Lecturer shall receive a seven percent (7%) increase to the Lecturer’s full-time rate effective on the 1st of September following successful completion of the review*. An Intermittent Lecturer may request a second review after their ninth year of service. If successful, the Intermittent Lecturer shall receive a seven percent (7%) increase to the Lecturer’s full-time rate effective on the 1st day of September following successful completion of the review*.
*Employees whose start date is on or after the start of the 2022-2023 academic year shall receive a five percent (5%) major review increase to the Employee’s full-time rate effective on the 1st of September following successful completion of the first and second major reviews.