This information contains the answers to the most commonly asked questions from university administrators, news and information, and tools and templates to help keep you efficient and compliant with the current LEO agreement. There is also detailed information about the LEO Professional Development Fund.
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.
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 Flint and Dearborn) with specific questions about whether an individual should be excluded from the bargaining unit.
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.
Under the terms of the collective bargaining agreement, all covered Lecturers must pay either “union membership dues” or “a representation-service fee” to the LEO union, at rates established by the union. A representation-service fee is an amount paid by those who opt not to become full members of the union and thus do not have voting rights.
Newly-employed bargaining unit members may choose to pay “dues” or “fees”, typically via after-tax payroll deduction. Academic units must provide all newly hired Lecturers with a dues/fees card.
All positions are required to be posted on the U-M Jobs website via the eMploy system. The contract provides for circumstances when the posting requirement can be waived:
Please note that the posting waivers listed above do not replace the need to request specific institutional reporting waivers from Tom Palmer in UHR or Dearborn Human Resources or Flint Human Resources.
If there are questions or concerns about the circumstances under which any of these exceptions apply, please contact Academic Human Resources.
Spring and Summer appointments should continue to be made following the practices currently in place. Please contact Academic HR if your academic unit is considering any change to its existing spring/summer hiring practices.
Article V, Union Rights, allows up to 20 minutes for LEO to make a presentation immediately following any orientation session that a department, school or college may provide for new Lecturers at the beginning of a term. If you have questions about a request by LEO to meet with new Lecturers, please contact Academic Human Resources.
Article XXIX, 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 make independent arrangements, they are left to their own agreements between one another; the unit does not have to approve or arrange payment.
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 Is are appointed for periods of one (1) or more semesters. Lecturer Is who have held appointments for eight consecutive or at least eight of the last ten fall and winter semesters shall undergo a major review. Lecturers may be appointed in the Lecturer I title until completion of a major review. A Lecturer I appointment does not carry with it the presumption of renewal.
An Intermittent Lecturer is defined as one who 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 his or her sixth consecutive year of service. If the review is successful, the Intermittent Lecturer will receive a 7 % raise.
If the course that the Intermittent Lecturer regularly teaches is cancelled or does not make for any reason, the Lecturer is subject to layoff and has recall rights for the semester in which he or she usually teaches but only for the effort typically associated with his or her appointment. There are no other recall rights available to the Intermittent Lecturer.
Please contact Academic Human Resources (Ann Arbor), Dearborn Human Resources or Flint Human Resources for assistance in developing these 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:
All Lecturer appointment letters must include the following information:
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 Human Resources Offices in Flint and Dearborn if you wish to request one of these appointments.
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 may be 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 U.S. mail and/or 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 Human Resources offices at Flint or Dearborn.
It is the responsibility of the unit to maintain a layoff/recall list. HRRIS does not have the ability to accurately track layoff at this time. There is currently a seniority list available through Business Objects that can help units determine the seniority calculation to be used in layoff/recall decisions but it should be used 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’s 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 Flint and Dearborn Human Resources Offices.
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.
|Fall Semester||Winter Semester|
|Lecturer I||April 30||December 5|
|Lecturer II||April 30*|
|Lecturer III/IV||April 1*|
*Appointments for Lecturers II, III, and IV are made on an academic year basis.
Template layoff letters are available from Academic Human Resources.
Effective September 1, 2012, the new full time salary rates on each campus are as follows.
Yes, a unit may change its criteria, so long as the criteria are consistent with the collective bargaining agreement. However, notice must be given to Lecturers by July 31 for the upcoming academic year.
The annual activity report is required of all lecturers and is used to supplement interim evaluations and major reviews. The annual report will identify and summarize the Lecturer’s performance and achievement relevant to his or her assigned duties during the past year, according to specifications provided by the academic unit. 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.
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.
A LEO adjunct may request a review after six 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.
An Intermittent Lecturer may submit a written request for a review after his or her sixth consecutive 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.
The Professional Development Fund for LEO Lecturers began in September 2008. It is funded by the Provost’s office and calls for applications for grants are scheduled for Fall and Winter semesters provided that all available funding has not yet been disbursed. This program is separate and distinct from the CRLT program. Details about the program including applications are available on the Academic Human Resources website.
The 2013-2018 collective bargaining agreement between the University and the Lecturers’ Employee Organization (LEO) calls for the creation of a Professional Development Fund (the “Fund”) for LEO Lecturers on the Ann Arbor campus. Awards of up to $900 are available to eligible Lecturers each academic year. The purpose of the Fund is to encourage creativity through the support of Lecturer professional development by providing grants in support of activities that enhance Lecturers’ teaching at the University of Michigan; the Fund is not intended to provide a salary supplement to the Lecturer.
Successful proposals will be prospective only and will address one or more of the following criteria, consistent with the expectations of excellence in the applicant’s appointing academic unit. Please address one or more of the following criteria and how it will demonstrably expand your knowledge base for successful teaching: