U-M COVID-19 Vaccination Requirement

Updated 4/26/22; find answers to frequently asked questions at the bottom of this page

Read the U-M COVID-19 Vaccination Policy

All students, faculty and staff on the Ann Arbor (including Michigan Medicine), Dearborn and Flint campuses are required to be up to date with COVID-19 vaccinations and submit their vaccination information. Newly hired employees must submit their vaccination information within seven days of their appointment start date.

Record your booster using the form found in Wolverine Access. Learn more about booster eligibility timelines.

Those not up to date with their vaccinations should refer to the Campus Maize and Blueprint site for information about weekly testing requirements.

Bargained-for University of Michigan employees who work in Michigan Medicine or in a healthcare facility must comply with a federal COVID-19 vaccination mandate. Additionally, some bargained-for employees have additional requirements pertaining to the booster; any bargained-for employee that is uncertain of what is required of them should consult with their union representative for further information.

More information, including how to self-report your vaccination information, can be found on the Campus Maize and Blueprint website.

Enforcement of the disciplinary actions will be handled at the local unit level. The following steps should be followed by supervisors or unit leaders for employees in various states of compliance.

Michigan Medicine employees will be subject to the five-step discipline process as outlined in SPG 201.12. This is the same policy used for Michigan Medicine’s influenza vaccination process.

Enforcement of Vaccination Requirement 

Out of compliance with vaccination, in compliance with testing

Staff who are out of compliance with the vaccination requirement (no record, no approved exemption/postponement, required to have the booster but have not received it ) but in compliance with the testing requirement are subject to the following:

Step One: Education and Verbal Warning

  1. Upon receipt of report/dashboard indicating noncompliance, remind of noncompliant status;

  2. Reeducate to policy;

  3. Remind employee about the U-M COVID-19 Vaccination Policy, and resources to support actions to come into compliance with the policy.

  4. Encouraged to view the EHS_OHS_COVIDw COVID-19: Working Safely at U-M training in MyLINC

  5. Require employee to wear face-covering, receive weekly testing and perform daily symptom check *

  6. Record date/document verbal warning

Step Two: Discipline Letter and Enforcement Measures

  • Review updated report/dashboard information. 

  • If employee is still not compliant/no status seven days after verbal warning was issued, review items from step one

  • Deliver and document written warning that includes the following enforcement measures:

Faculty:

  • Written warning to be delivered by Unit

  • Restricted access to funds for professional development and discretionary funds (e.g., use of discretionary funds for travel, conferences, books, etc.)

  • Not eligible for September 1, 2022 Merit

  • Subsequent non-compliance may subject you to additional enforcement measures and discipline up to and including separation

Staff:

  • Written warning to be delivered by Unit

  • Restricted access to funds for professional development, including University paid travel

  • 2-day unpaid disciplinary layoff (DLO)

  • Not eligible for September 1, 2022 Merit

  • Subsequent non-compliance may subject you to additional enforcement measures and discipline up to and including separation

Step Three: 30 Day Unpaid Leave/No Work

Regular Staff:

  • Immediate Unpaid Leave for 30 days (or until compliant if sooner)

  • If status remains not compliant with testing, termination with “no rehire” status

Temporary Staff:

  • Notice of no work until complaint

  • If status remains not compliant with testing, termination with “no rehire” status

Enforcement of Testing Requirement

In compliance with vaccination, out of compliance with testing

Staff who are in compliance with the vaccination requirement (e.g. approved exemption, partially vaccinated, on-track to be fully vaccinated) but out of compliance with the testing requirement are subject to the following:

1st Infraction

Regular Staff:

  • Verbal warning

  • Not permitted to work until compliant (unpaid time; vacation time may be used if unit approves)

Temporary Staff:

  • Verbal warning

  • Not permitted to work until compliant

2nd Infraction (Nine Calendar Days After 1st Infraction or at Next Test Expiration)

Regular Staff:

  • Written warning

  • Not permitted to work (unpaid time; vacation not allowed)

Temporary Staff:

  • Written warning

  • Not permitted to work until in compliance

3rd Infraction

Regular Staff:

  • Immediate Unpaid Leave for 30 days (or until compliant if sooner)

  • If status remains not compliant with testing, termination with “no rehire” status

Temporary Staff:

  • Termination with "no rehire" status

Out of compliance with vaccination, out of compliance with testing

Staff who are out of compliance with the vaccination requirement (no record, no approved exemption/postponement, required to have the booster but have not received it ) and out of compliance with the testing requirement are subject to the following:

1st Infraction

Regular Staff:

  • Verbal warning

  • Immediate Unpaid Leave for 30 days (or until compliant if sooner), not eligible for September 1, 2022 Merit, and restricted access to funds for professional development, including University paid travel 

  • Termination with “no rehire” status if non-compliant after 30 days

Temporary Staff:

  • Verbal warning

  • Notice of no work until compliant

  • Timecard coded as REG for travel to and from the testing site and time spent at the test location

  • Termination with “no rehire” status within 30 days

Note: 

  • Following the U-M face covering policy and performing daily symptom checks is required of all employees, regardless of vaccination status. Unvaccinated employees will also be required to engage in weekly COVID-19 testing. Failure to comply with these policies, or future safety policies put into place, will be subject to further discipline up to and including discharge.

  • Employees working 100% remotely are still subject to the vaccine mandate and enforcement steps, however if they do not come to campus and would not in the course of their job have in-person contacts they will be exempted from wearing face coverings and weekly testing from their home.

  • In addition, any other behaviors that escalate to the point where pay and/or employment may be affected, consultation with a central HR representative is required.

  • Not applicable (e.g., leave status, including medical, parental, reduction-in-force, etc.)