This information contains the answers to commonly asked questions from University administrators, news and information and tools, and templates to help keep you efficient and compliant with the current LEO-GLAM contract.
View the current LEO-GLAM Contract.
A copy of the collective bargaining agreement will be coming soon.
What Faculty Titles are Covered by the Contract?
119610 - LIBRARIAN LEO-GLAM
119620 - SR ASSOC LIBR LEO-GLAM
119630 - ASSOC LIBRARIAN LEO-GLAM
119640 -ASST LIBRARIAN LEO-GLAM
119650 - ARCHIVIST LEO-GLAM
119660 - SR ASSOC ARCHIVIST LEO-GLAM
119670 - ASSOC ARCHIVIST LEO-GLAM
119680 - ASST ARCHIVIST LEO-GLAM
119700 - CURATOR LEO-GLAM
119710 - SR ASSOC CURATOR LEO-GLAM
119720 - ASSOC CURATOR LEO-GLAM
119730 - ASST CURATOR LEO-GLAM
Librarian, Archivist and Curator Appointments - Regular and Term
Every position in the bargaining unit shall be classified as either a term appointment or a regular appointment. Each unit shall make the determination of which classification each position belongs to. The classification will be included in any job posting.
Term appointments shall be limited to a temporary project of defined scope, an externally funded sponsored project, or a pilot with a predetermined endpoint, or a limited early career development opportunity or fellowship. Term Employees will not exceed 7% of the bargaining unit at any time. Please consult AHR prior to posting any term-limited Librarian, Archivist, and Curator appointments.
Regular appointments are all full-time and part-time Librarians, Archivists, and Curators.
If a Librarian, Archivist, or Curator has supervisory duties over other Librarian, Archivist, and Curator, should they be excluded from the bargaining unit?
Determinations as to whether or not specific positions are subject to, or would legitimately be excluded from, the terms of the LEO-GLAM 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-GLAM members?
The contract between the University and the LEO-GLAM is the controlling authority for employment conditions for Librarians, Archivists, and Curators 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.
Posting, Hiring, and Notification
All appointment opportunities shall be posted on the Employer’s Human Resources website for a minimum of ten (10) days. All Employees, including all Employees on layoff, shall be notified of all such appointment opportunities.
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 Employer intends to recall an Employee from layoff.
The Employer may fill an open position from the ranks of current or laid-off Employees without posting.
When it would interfere with the need for timely hiring decisions, in unusual circumstances, or if otherwise provided for in the contract.
LEO-GLAM wants to meet with a new Librarian, Archivist, or Curator in our Department, school or college, is this permitted?
The Union Rights article of the agreement allows a 45-minute time slot for LEO-GLAM Designated Officials to make arrangements to meet with each new Employees during the Employee’s regular work hours, provided there is no undue interference to Department and/or school/college operations.
What information must be included in a Librarian, Archivist, or Curator offer letter?
All Librarian, Archivist, or Curator appointment letters must include the following information:
Name of employing unit;
Duration of employment;
Duration of probationary period (if applicable);
Name of the direct supervisor to whom the Employee reports;
Percentage of effort and salary;
Information regarding benefit eligibility;
A description of the appointment and general responsibilities;
The statement required under the Authorization for Payroll Deduction of Union Dues Article: 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 on behalf of their Librarian, Archivists, and Curator bargaining unit (the “Union”). Any questions on union membership should be directed to LEO-GLAM at firstname.lastname@example.org; and
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.
Professional Development Funds
Professional development activities undertaken by Librarians, Archivists, and Curators may require financial commitments, at the discretion of the unit, to cover costs related to achieving professional and personal growth, including but not limited to:
Travel and accommodations including per diem and incidental expenses, as determined by University guidelines
Relevant professional association membership fees or required dues for scholarly organizations.
Relevant workshops, webinars, and other trainings
Relevant training materials
Fees related to publishing relevant scholarly and creative works
Librarians, Archivists, and Curators shall have access to both discretionary and programmatic professional development opportunities:
Programmatic professional development shall be defined as activities or materials that the appointing unit requires as part of an Employee’s job duties and responsibilities, and which the appointing unit determines are fundamental to unit operations.
Discretionary professional development shall be defined as activities and materials not required by the Employer, and intended for career growth and specialized skill development relevant to the position.
All Librarians, Archivists, and Curators shall receive a minimum individual amount of $300 per fiscal year. Additionally, all Librarians, Archivists, and Curators shall have access to apply to a unit professional development fund equivalent to $700 times the number of Librarians, Archivists, and Curators in the unit as of July 1 each year.
Employees’ participation in the promotion system is highly encouraged, but voluntary. Choosing not to undergo a promotion shall not prejudice the annual performance appraisal nor be considered in future promotion reviews. Employees shall be eligible for promotion review in rank after five years in their current rank, or earlier with unit approval.
|October 10, 2022||PRC members/alt selected by Employer|
|October 25, 2022||Units provide detailed written promotion criteria guidance|
|November 10, 2022||Employee notifies the unit and the unit Promotion Review Committee (PRC) in writing of their intent to pursue promotion. If the Employee wants to request that a PRC member recuse themselves, the request and reason for the request must be made in writing to the PRC along with this notification.|
|November 17, 2022||PRC notifies the Employee that it has received the promotion request and shares any relevant promotion documentation with the Employee.|
|February 15, 2023||Employee submits promotion dossier to the PRC|
|June 15, 2023||PRC sends its promotion recommendation in writing to the dean or director of the Employee’s unit. The dean or director of the Employee’s unit accepts or rejects the recommendation.|
|July 1, 2023||The dean or director of the Employee’s unit informs the Employee and the Employee’s direct supervisor of the decision regarding promotion.|
|July 15, 2023||
The dean or director of each unit shall announce promotion decisions in their respective units, and the Employer shall provide a list of all promotion decisions to the Union in writing.
|July 1, 2023||Return to standard timeline for the 2023/2024 promotion process as described in the contract.|