Sec. 5.01. Definitions (revised May 2020)
As used in these bylaws:
- The term faculty shall include members of the teaching and research staff together with the executive officers, the directors of various teaching, research, and library units, research associates, curators, and persons with similar duties.
- The term professorial staff shall include professors, associate professors, and assistant professors.
- The term governing faculty, when used in connection with a school or college, shall include those members of the school or college who are professors, associate professors, and assistant professors. The governing faculty shall include instructors and lecturers who hold appointments of one-half time or more; provided, however, that such instructors and lecturers may vote at faculty meetings only if they have held appointments for one or more years and are authorized to vote by a majority of the professorial staff of the appropriate school or college. The governing faculty may include clinical professors, clinical associate professors, clinical assistant professors, research scientists, associate research scientists, assistant research scientists, research investigators, research professors, research associate professors, and research assistant professors when authorized by, and in accordance with, the policies and bylaws of the appropriate school or college.
- The term teaching staff shall include professors, associate professors, assistant professors, instructors, lecturers, and teaching fellows.
- The terms teaching fellow, teaching associate, teaching assistant, student assistant, research assistant, technical assistant, laboratory assistant, and assistant shall be used to designate junior appointees who participate in the processes of teaching and research but do not possess faculty rank. Students in these classifications shall have student status.
- The term university year, as used in connection with appointments of members of the faculty and other personnel, contains any two terms in the calendar, as defined for the year in question. Faculty members are expected to participate in orientation, registration, and commencement.
Sec. 5.02. Governing Bodies in Schools and Colleges (revised January 1993)
In each school, college, or degree granting division of the university, including those at the University of Michigan-Dearborn and at the University of Michigan-Flint, the governing faculty shall be in charge of the affairs of the school, college, or division, except as delegated to the executive committee, if any, and except that in the School of Graduate Studies the governing body shall be the executive board, and in the Medical School shall be the executive faculty.
Sec. 5.03. Powers and Duties of the Governing Faculties
The faculty of each school and college shall from time to time recommend to the board for approval such regulations as are not included within these bylaws and which are pertinent to its structure and major operating procedures, such as departmental organization, requirements for admission and graduation, and other educational matters, the determination of which is within the peculiar competence of the faculties of the several schools and colleges. All such recommendations when approved by the board shall be recorded in the Proceedings of the Board of Regents.
Subject to the ultimate authority of the board, the faculty of each school and college is also vested with plenary powers to make rules and regulations concerning other matters such as grading regulations, class attendance, committee organization and related internal matters. All such regulations shall be recorded in the minute books of the adopting authority and filed with the secretary of the university.
Each faculty shall provide suitable instruction for the students enrolled in its school or college. Each faculty shall recommend to the board students under its jurisdiction who qualify for university degrees. It shall, subject to the board, possess such other powers as are necessary to the performance of its duties.
Sec. 5.04. Faculty Procedure
Each faculty shall adopt rules for its own government and procedure and shall appoint a secretary, define the secretary’s duties, and keep a record of faculty action.
In the absence of specific rules to the contrary, the rules of parliamentary procedure as described in Robert’s Rules of Order shall be followed by school and college faculties, committees, boards, and other deliberative bodies.
Sec. 5.05. Faculty Communications to the Board
Each faculty shall submit its communications to the board in writing through its dean, and at the University of Michigan-Dearborn and the University of Michigan-Flint through the chancellor, and through the president of the university. Each dean shall endorse faculty communications, making appropriate explanatory statements as needed.
Sec. 5.06. The Deans and Executive Committees
The dean or director, or administrative head of a school, college, or department of instruction or research shall be appointed by the board on recommendation by the president to act as executive officer of the school, college, or department.
If an executive committee has been created by the board for the school, college, or department, the dean, director, or head shall be assisted by the executive committee of which he or she shall be ex officio the chair. The executive committee in addition to assisting with administrative functions shall be charged with the duties of investigating and formulating educational and instructional policies for consideration by the faculty and shall act for the faculty in matters of budgets, promotions, and appointments.
Sec. 5.07. Administrative Officers of Other University Units (revised July 1997)
Administrative officers of units other than those covered by Sec. 5.06 shall be appointed by the board on recommendation by the president. They shall perform such administrative duties as are prescribed by the appropriate university authorities. Appointments to such administrative positions are without tenure and may be terminated upon the request of the appointee for relief from administrative duties or by the action of the board.
Sec. 5.08. Appointment, Tenure, Promotion, and Resignation of the Staff (revised February 2012)
- Members of the tenured professorial staff shall be appointed by the board on recommendation by the appropriate dean or executive committee, the provost, and at the University of Michigan-Dearborn or the University of Michigan-Flint by the chancellor, and by the president. Unless otherwise provided by specific action by the board, professors and associate professors shall be appointed on indeterminate tenure. The annual budget as approved by the board shall be deemed the record of continuance of service for the ensuing year of all persons on the professorial staff.
- Assistant professors and all other nontenured members of the teaching staff shall be appointed by the president on recommendation by the dean and executive committee, and at the University of Michigan-Dearborn or the University of Michigan-Flint by the chancellor. Assistant professors, instructors, and lecturers shall be appointed for terms of up to four years, as is in each case specifically designated in the terms of the appointment. Whenever the term of appointment to assistant professor, instructor, or lecturer is not specified, it shall be for one year only. Other teaching appointments shall be for not more than one year. The annual budget as approved by the board shall be deemed the record of continuance of service for the ensuing year for all persons on the teaching staff. All such appointments shall be reported monthly to the board.
- Unless specifically provided otherwise by these bylaws, all other members of the staff of the university shall be appointed by the president, on recommendation by the appropriate administrative officer for the fiscal year only.
- All promotions to tenured teaching positions shall be made by the board on recommendation by the chair of the department, the dean, the executive committee, the provost, and at the University of Michigan-Dearborn or the University of Michigan-Flint by the chancellor and the president. All promotions to nontenured teaching staff shall be made by the president on recommendation by the appropriate administrative officer and shall be reported to the board in the same manner as an original appointment in this class. All such changes for other members of the staff shall be made by the president on recommendation by the appropriate administrative officer or agency.
- All resignations of teaching staff shall be reported to the board monthly.
- Appointments to positions paid in whole or in part from grants or contracts for limited periods of time shall be subject to the following provisions in the event of cessation of these funds:
a. In case of persons previously holding full-time or part-time positions paid from general university funds the person shall be restored to this appointment status within the department, either with tenure or for the remainder of the term of appointment, at the appropriate departmental salary.
b. In case of persons brought to the university for the performance of duties payable from limited term funds, both service and salary shall be terminated.
Nothing in these regulations shall prohibit a department from recommending a new appointee to a tenure grade within the faculty and assigning the new appointee immediately to duties payable from limited term funds. When the limited term funds are no longer available, the department concerned shall be responsible for providing further tenure of duties and salary.
Sec. 5.09. Procedures in Cases of Dismissal, Demotion, or Terminal Appointment for Tenured and Tenure-Track Faculty (revised May 2020)
The procedures prescribed in this section shall be followed before recommendation is made to the Board of Regents of dismissal or demotion of:
1. a tenured faculty member; or
2. a tenure-track faculty member during the term of their appointment; or
3. a tenure-track faculty member who has held appointments with the University for a total of ten years in the rank of full-time instructor or higher.
A recommendation of dismissal, demotion, or terminal appointment may be made on the basis of demonstrated misconduct in teaching or research, substantial and manifest neglect of duty, and/or personal conduct that substantially impairs the individual’s fulfillment of institutional responsibilities; this includes acts involving moral turpitude or professional or scholarly misconduct. This recommendation must be supported by clear and convincing evidence, subject to the procedures contained in this Bylaw. The process should never be employed to enable harassment or persecution for political or religious belief, or on the grounds of racial, gender, or sexual identity, or any other form of prohibited discrimination, or the diminishment of academic freedom and free speech.
In cases where it is not possible to continue the appointment of a tenured faculty member due to program discontinuation as provided in the university’s policy on discontinuance of academic programs, the procedures under this Bylaw are applicable.
Initiation of Proceedings. Proceedings that may result in a recommendation of dismissal, demotion, or terminal appointment may be initiated by the provost and executive vice president for academic affairs or by the executive authority (dean, director, or executive committee) of the school, college, or other unit (hereinafter called the administrative unit) in which the affected faculty member is employed. Before initiating proceedings under this Bylaw, the president, the provost, and executive authority of the unit must all be notified in writing and the president shall refer the case to SACUA. In exceptional cases, where the alleged misconduct of a faculty member as presented in the complaint threatens direct and immediate injury to one or more members of the University community or to the essential functions of the University, the president may direct that the affected faculty member be relieved of some or all of his/her/their university duties and responsibilities, without prejudice and without loss of compensation except as provided below, pending the final disposition of the case.
Suspension of Pay. In cases in which the president has relieved the affected faculty member of some or all his/her/their duties under this Bylaw, and a basis for the initiation of dismissal proceedings is that the affected faculty member has been charged with or convicted of a felony involving violence, including but not limited to, murder, manslaughter, rape, robbery, aggravated assault (or the attempt to commit any of these offenses), the president may invoke this pay suspension process to suspend the affected faculty member’s pay during the pendency of the dismissal proceeding. The president may also invoke the pay suspension process in cases of job abandonment.
The pay suspension process may be invoked at the time the president relieves the faculty member of some or all of his/her/their duties, or at a later point in the proceeding, but may not be invoked more than once. Further, no other steps under this Bylaw are delayed by the steps in the pay suspension process.
To initiate the pay suspension process, the president will appoint a committee of three (3) tenured faculty members at or above the rank of the affected faculty member to advise on the question of pay suspension, after consulting with SACUA and the executive authority of the administrative unit regarding the membership of the Committee. The president will inform the affected faculty member of the committee membership.
Coincident with appointing the Pay Suspension Committee the president will provide the affected faculty member and the Pay Suspension Committee all evidence upon which the president is relying for the pay suspension determination. Within seven (7) days of receipt of this information, the affected faculty member shall provide to the Pay Suspension Committee all information the affected faculty member wishes the Pay Suspension Committee to consider.
The Pay Suspension Committee will have seven (7) days from receipt of all information to provide the president and the affected faculty member with its written recommendation as to whether there is clear and convincing evidence that the affected faculty member either (1) committed the violent crime identified as a basis for the initiation of dismissal proceedings under this Bylaw, or
(2) abandoned his/her/their job such that pay should be suspended. The affected faculty member will have seven (7) days to provide a written response to the Pay Suspension Committee’s recommendations. Within five (5) days of receipt of the affected faculty member’s response, the president will determine whether pay will be suspended and the effective date of pay suspension.
In the event pay is suspended, the affected faculty member will continue to receive the same university contributions to health, dental, and vision insurance as those that were in place prior to pay suspension. In addition, if the proceedings under this Bylaw do not result in dismissal, the faculty member shall receive all compensation he/she/they would otherwise have received during the period of pay suspension.
The university will not disclose the pay suspension decision, nor the recommendation of the Pay Suspension Committee, to the Hearing Committee.
Proceedings.
1. Notice of Charges and Hearing Committee Members. Immediately upon the referral of a case to SACUA, the affected faculty member shall be given written notice in the form of a Charge Letter, stating with reasonable particularity the charges (as prepared by the provost and executive vice president for academic affairs or executive authority of the administrative unit). Not later than seven (7) days after receipt of the notice, the affected faculty member has the right to request a hearing before a Hearing Committee to be appointed by SACUA. Not later than seven (7) days after the affected faculty member has requested a hearing, SACUA must appoint and provide the affected faculty member with the names of a Hearing Committee, which will consist of five (5) tenured faculty at rank or above rank of the affected faculty member, with three (3) from a Standing Judicial Committee appointed by SACUA and two (2) from a list provided by the administrative unit of the affected faculty member. The affected faculty member may, with clear and sufficient reasons for potential bias, request the removal and replacement of one or more members of the Hearing Committee. Any such request shall be made by the affected faculty member, and resolved by SACUA, within seven (7) days of the day the affected faculty member receives the names.
Submission of Evidence. The provost and executive vice president for academic affairs or the executive authority (dean, director, or executive committee) of the school, college, or other unit shall present all evidence to be used at the hearing to the affected faculty member within seven (7) days of the issuance of the Charge Letter. The affected faculty member shall present to the provost or executive authority all evidence to be used at the Hearing within 30 days after receiving those materials.
The Hearing. Under ordinary circumstances, the Hearing Committee shall conclude the hearing no later than 58 days after the issuance of the Charge Letter, or 21 days after the affected faculty member presents to the provost or executive authority all evidence to be used at the Hearing, whichever occurs sooner. The provost and executive vice president for academic affairs, or a representative, as well as the executive authority of the administrative unit in which the affected faculty member is employed, or a representative, may be present at the committee hearing, and may present such evidence as was submitted prior to the hearing, as described in 2. herein. In addition, they may (1) have an adviser of their choosing who may act as counsel; (2) be present at all sessions of the Hearing Committee at which evidence is received or argument is heard; (3) call, examine, and cross-examine witnesses; (4) examine documentary evidence received by the Hearing Committee, and may present such evidence as was submitted prior to the hearing, as described in 2. herein. If they wish to make any recommendations, they shall make them to the Hearing Committee prior to the conclusion of the hearing, whereupon such recommendations shall become a part of the Hearing Committee’s record in the case. The affected faculty member may (1) have an adviser of the faculty member’s own choosing who may act as counsel; (2) be present at all sessions of the Hearing Committee at which evidence is received or argument is heard; (3) call, examine, and cross-examine witnesses;
(4) examine documentary evidence received by the Hearing Committee; and may present such evidence as was submitted prior to the hearing, as described in 2. herein. A full record of the hearing shall be taken.Written Report of Hearing Committee’s Recommendation. The Hearing Committee shall file a written report with SACUA, the affected faculty member, the Executive Authority of the affected faculty member’s unit, the provost, and the president within 14 days of completion of the hearing. The report shall contain the Hearing Committee’s conclusions, recommendations, and the reasons therefor. If dismissal, demotion, and/or terminal appointment are recommended, the report shall contain a specific statement of the conduct on which the recommendation is based. There shall be filed with the report the complete written record in the case, including the recommendations, if any, made to the Hearing Committee and a transcript of the record of any hearings conducted by the Hearing Committee.
SACUA Review of the Hearing Committee Report. If the Hearing Committee recommends that adverse action be taken against the affected faculty member, SACUA shall immediately advise the affected faculty member that they may request, within five (5) days, that SACUA review the proceeding conducted by the Hearing Committee. If the affected faculty member requests a review, in conducting this review, SACUA shall take account of all relevant factors, including consideration of the questions (1) whether the Hearing Committee observed the procedure prescribed in this subsection, (2) whether the Hearing Committee accorded a fair hearing, (3) whether the deficiencies or acts of misconduct on which the Hearing Committee’s recommendations are based are related to the charges stated in the first instance as the basis for investigation, and (4) whether the weight of the evidence, as it appears in the record, supports the Hearing Committee’s findings and recommendations. This review will be based solely on the full record of the Hearing Committee’s proceedings. In determining its recommendation, SACUA shall be free to make any recommendation appropriate to its findings and conclusions respecting either the procedural or substantive aspects of the case. The faculty member, either in person or through a representative or both, shall have the right to appear before SACUA and to comment on the Hearing Committee’s proceeding. A full record shall be kept of the SACUA review. This hearing will take place within 21 days of the request for review from the affected faculty member.
SACUA Report. A written report of the conclusions made by SACUA, together with the record of the review proceeding, shall be filed with the affected faculty member, the executive head of the administrative unit, the provost and executive vice president for academic affairs, and the president within seven (7) days of the completion of the SACUA review hearing. SACUA may also include its comments on the Hearing Committee’s findings, conclusions, and recommendations.
If dismissal is recommended. The affected faculty member, the executive authority of the administrative unit, and the provost and executive vice president for academic affairs may, within seven (7) days after receiving copies of the SACUA report and the record, file written comments with the president.
If dismissal is not recommended or if the affected faculty member does not request a SACUA review. The affected faculty member, the provost and executive vice president for academic affairs and/or the executive authority of the administrative unit may, within seven (7) days after receiving the Hearing Committee report, file written comments with the president.
President’s Recommendation and Parties’ Response. The president shall thereafter review the record in the case and shall formulate his/her/their own recommendations and the reasons therefor within seven (7) days of receiving the parties’ written comments. The full record of the case, including the recommendations of the president shall then be transmitted by the president to the board for final action. All parties to the proceeding shall receive copies of the president’s recommendations.
Removal of Tenure/Dismissal or Demotion shall be discussed and voted upon no later than the next regularly scheduled board meeting for which all materials have been provided.
Sec. 5.10. Severance Pay (revised May 2020)
Applicability. If the dismissal under Sec. 5.09 is for cause involving moral turpitude or scholarly or professional misconduct including intentional refusal, expressed or implied by conduct, to perform properly assigned academic duties, no severance will be paid and the faculty member’s compensation will end on the date that he or she receives written notice of dismissal. Faculty members with indeterminate tenure who are dismissed under Sec. 5.09 for reasons other than those listed above, such as program discontinuation, shall be entitled to severance pay following written notice of dismissal, and on the conditions described below. The Hearing Committee, established pursuant to Sec. 5.09, shall include in its report a recommendation regarding the payment of severance consistent with this Bylaw provision.
Severance Pay for a Dismissed Faculty Member on Indeterminate Tenure. Severance pay in the case of a faculty member on indeterminate tenure means regular monthly payments, equal to the faculty member’s monthly salary at the beginning of the appointment year of dismissal. The appointment year of dismissal begins on the date the faculty member receives written notification of dismissal, and equals one (1) appointment year, except where the faculty member during such year secures other employment. In the latter event, from the time such other employment begins, the monthly payments under this Bylaw provision shall not exceed the difference between the amount of the monthly payments otherwise provided herein and the faculty member’s monthly compensation from such other employment.
Severance Pay for a Dismissed Faculty Member Under Contract for a Determinate Period. Severance pay in the case of faculty members under contract for a determinate period shall be the same as for faculty members on indeterminate tenure, except where the period remaining under the faculty member’s contract at the time the faculty member receives written notification of dismissal is less than the appointment year of dismissal. In such case, the monthly payments under this Bylaw provision shall extend to the regular terminal date of the faculty member’s contract.
Sec. 5.12. Outside Employment
A full-time member of the faculty shall not during the academic year be employed for remuneration by other agencies than the University except with approval of the proper University authorities. Such approval may be granted in the case of professional employment only when either or both of the following conditions exist:
- When the work in question gives promise of enhancing the individual’s usefulness as a teacher and scholar in the individual’s field to a greater degree than a corresponding amount of work within the walls of the University.
- When the work is of a distinctly public nature or when for any other reason the University wishes to be actively engaged in its furtherance.
In the case of nonprofessional employment, such approval may be granted only when it appears that such activity will not interfere with the performance of University duties or impair the usefulness of the individual as a teacher and a scholar.
Each of the governing faculties of the University shall formulate for the guidance of its administrative officers such regulations, appropriate to the fields represented by it, as it may consider necessary to give effect to the general policy defined herein.
Whenever outside employment is permitted in connection with a “part-time” appointment, the portion of time which is engaged by the University shall be stated in the appointment notice and in the budget.
Sec. 5.13. Governmental Activities
The holding of public office by staff members is considered desirable and those seeking such office should be encouraged.
Any regular staff member who becomes a candidate for any elective public office shall, upon the filing of that candidacy, notify the secretary of the university in writing of the candidacy and file with the secretary of the university a statement from the appropriate supervisor, department head, or dean that arrangements have been made and approved to assure that the candidacy will not interfere with the performance of university employment duties. Upon request, such candidates shall be given a leave of absence without salary during the period of the actual campaign.
All regular staff members who are elected to a public office and any regular staff member who is appointed to a public office shall file with the secretary of the university a statement from the appropriate supervisor, department head, or dean that arrangements have been made and approved to assure that the duties of the office will not interfere with the performance of university employment duties. If such assurance cannot be made, the staff member shall either request leave of absence without salary or resign effective upon the commencement of governmental duties or upon expiration of previously granted leave. If the staff member requests leave of absence without salary, such leave shall be granted by the president for the period of one term of office, if any, or for one year. Leaves without salary for additional terms of office, if any, or additional years of service may be granted by the president on recommendation by the dean or appropriate administrative officer.
Sec. 5.14. Leaves of Absence
Sabbatical leaves. Sabbatical leaves for study and research may be granted by the president on recommendation by the dean to members of the professorial staff who have completed six years of service in professorial ranks at the university. At the University of Michigan-Dearborn and the University of Michigan-Flint, sabbatical leaves for study and research may be granted by the president on recommendation by the chancellor to members of the professorial staff who have completed six years of service in professorial ranks at the university. All sabbatical leaves will be reported monthly to the board.
A sabbatical leave may be granted for an entire annual contractual period or for two halves of the annual contractual period during which time the professor shall receive one-half of his regular salary; or it may be granted for one-half of the annual contractual period, with full salary. A member of the faculty on sabbatical leave shall not render service for compensation in another institution or enterprise; provided, however, that this does not preclude the acceptance of a fellowship or other assistance in research but in each such case the source of additional funds and the fact that their use materially aids the planned research program of the recipient shall be fully set forth in the request for sabbatical leave.
Application for sabbatical leave shall be made in writing and addressed to the dean of the unit concerned not later than February 1, preceding the university year within which the leave is desired. The application must be accompanied by a statement of a well-considered plan for spending the leave in a manner calculated to contribute to the professional effectiveness of the applicant and the best interests of the university.
A member of the staff who is granted a sabbatical leave is expected to return to his duties in the university for at least one year.
Other Leaves of Absence. Leaves of absence other than sabbatical, and not in excess of one year, may be granted by the president on recommendation by the dean or appropriate administrative officer to members of the faculty or to other employees of the university.
Leaves in excess of one year may be granted only by the board upon appropriate request and recommendation. Leaves for teaching staff will be reported monthly to the board.
Sec. 5.15. Vacation Allowance
Instructional staff who hold appointments on a twelve-month basis shall receive annual vacation allowances equivalent to one month in twelve, with proportional allowances for appointees who have been in the service of the university for more than six months but less than twelve months. Any person who is in good standing and has been in the service of the university for one year or more, and who has earned a vacation allowance under the foregoing provisions but is unable to receive it because the person is resigning or being granted a leave without pay, may be paid in terminal allowance equal to the salary that the person would have received for the vacation period had the person continued in the university service.
Sec. 5.16. Temporary Absences (revised November 1993)
All absences of members of the teaching staff or other academic employees shall be reported to the dean or director. All absences extending over more than three weeks at any one time must be reported to the provost and executive vice president for academic affairs or, at the University of Michigan-Dearborn and the University of Michigan-Flint, to the chancellor.
Sec. 5.17. Sick Leave for Teaching Staff and Academic Research Staff
In the event of accident or sickness rendering a member of the teaching or academic research staff temporarily incapable of performing his or her duties, application may be made to the president for sick leave privileges as follows, provided that the duties of the staff member shall be cared for without added expense to the university.
Any professor, associate professor, or member of the academic research staff who has been a full-time member of the staff for ten years or more, may apply for sick leave with salary during incapacity, but not exceeding one year of leave at full salary and thereafter one year of leave at one-half salary.
Any professor, associate professor, assistant professor, or other member of the teaching or academic research staff not included under paragraph (1), who has been a full-time member of the staff for two years or more, may apply for sick leave with salary during incapacity but not exceeding one-half year of leave at full salary and thereafter one-half year of leave at one-half salary.
In the event of successive periods of incapacity, a total sick leave of not more than the foregoing maximum will be allowed in any five year period. The first three weeks of any period of incapacity on account of accident or sickness shall not be included in computing the maximum allowable under the foregoing provisions. In each instance of incapacity in excess of three weeks, application shall be made to the president stating the facts and requesting the leave of absence. Reports will be made monthly to the board for all teaching staff.
The term “incapacity” as herein used means temporary total inability to perform university duties, with the likelihood of restoration to full capacity for service. Cases of partial incapacity and of chronic recurring incapacity are not included but each such case shall be subject to special action by the president providing for a part-time appointment or making such other adjustment as the circumstances may indicate.
Sec. 5.18. Sick Leave for Other Academic Personnel (revised November 1993)
Academic appointees not included in the teaching staff or academic research staff shall be entitled to sick leave with pay in accordance with regulations issued by the provost and executive vice president for academic affairs, provided that periods of three weeks or longer shall be reported to the provost and executive vice president for academic affairs, or, at the University of Michigan-Dearborn and the University of Michigan-Flint, to the chancellor.
Sec. 5.19. Retirement of the President, Faculty, and Executive Officers (revised February 2012)
Subject to the provisions of subsection 2, the members of the professorial staff appointed prior to January 1, 1984, during the last year preceding retirement shall be entitled to be relieved of normal responsibilities and may be called upon to act in a consulting capacity to the president, executive officers, deans, or department heads, or to conduct research in the individual’s field of interest unless otherwise specifically provided by the board, and the salary during this period shall be the regular annual salary. This year preceding termination of service is hereinafter referred to as the “terminal furlough” year. Individuals appointed on or after January 1, 1984, are not eligible for the terminal furlough year.
The terminal furlough year shall not be available unless the individual (a) has been employed by the university at least ten years prior to the effective date of the terminal furlough; and (b) has not taken a sabbatical leave during the past four years next preceding the effective date of the terminal furlough. A person covered by this section but ineligible for the terminal furlough year will continue to carry normal responsibilities in the university until retirement.
A person eligible for a terminal furlough year under subsections 1 and 2 above may not begin such terminal furlough year until the beginning of the next academic term following his or her sixty-second birthday.
Emeritus or emerita status appropriate to the office or rank shall not be granted prior to the date of full retirement.
Sec. 5.20. Emeritus and Emerita Faculty (revised April 1995)
Emeritus and emerita faculty shall be regarded as members of the university instructional and primary staff who have retired and as such are entitled to attend without vote meetings of the University Senate, to march in positions of honor in academic processions, to receive the University Record, to avail themselves of the library and other facilities offered to university faculty members, to represent the university on appointment at academic ceremonies of other institutions, and in general to take part with the faculties in all social and ceremonial functions of the university.
Sec. 5.21. Distinguished University Professorships
There is hereby created the title Distinguished University Professor, to which faculty members in the grade of professor may be appointed. Such appointment shall be in recognition of distinguished achievement and reputation in the appointive field of scholarly interest as a member of the faculty of the university. A distinguished university professorship title may be retained after retirement. Each appointee shall be entitled distinguished university professor, to which title shall be attached the name of a person of distinction in the same general field of interest, preferably a person formerly associated with the university. Appointment to distinguished university professorships shall not modify the status of appointees as members of their respective faculties.
Sec. 5.22. Adjunct Professorships
Persons whose primary responsibilities lie outside the university or in another capacity within the university may be appointed on a part-time basis as adjunct professors, associate professors, assistant professors, instructors, or lecturers in order to supplement the instructional program.
Appointment and/or promotion criteria shall be consistent with those for regular instructional ranks to the extent applicable.
Adjunct appointments or reappointments are recommended by the appropriate instructional department and school or college, and at the University of Michigan-Dearborn and the University of Michigan-Flint by the chancellor, and are approved by the president.
Appointments as adjunct instructional staff are on an annual or shorter basis and without tenure.
Sec. 5.23. Clinical Instructional Staff (revised June 2001)
Adjunct Clinical Instructional Staff. Any academic unit may appoint professional practitioners in the community or within the university at appointment fractions below 50 percent as adjunct clinical professors, adjunct clinical associate professors, adjunct clinical assistant professors, adjunct clinical instructors, or adjunct clinical lecturers to support the instructional program. Appointments as adjunct clinical instructional staff are on an annual or shorter basis and are without tenure. Appointment and/or promotion criteria shall be consistent with those for regular instructional staff to the extent applicable.
Adjunct clinical appointments and reappointments are recommended by the appropriate instructional unit and school, college, or division and are approved by the chancellor (Flint or Dearborn) and president.
Clinical Instructional Staff. An academic unit may be authorized to appoint clinical instructional staff to support its instructional program only if a policy authorizing such appointments has been adopted by the school, college, or division in accordance with the bylaws of that unit and has been approved by the appropriate provost, chancellor (Flint or Dearborn), president, and Board of Regents. Clinical appointments are at appointment fractions of 50 percent or greater and are without tenure. The following titles may be used for clinical appointments: clinical professor, clinical associate professor, clinical assistant professor, or clinical instructor.
Appointments to the clinical track are for a fixed term, cannot exceed seven years in duration, and may be renewed. Appointment and promotion criteria shall be consistent with those for the regular instructional staff to the extent applicable. Further definition of the rights and responsibilities of clinical faculty, not inconsistent with the Bylaws of the Board of Regents, may be addressed by the bylaws of the academic units.
Clinical appointments, reappointments, and promotions are recommended by the appropriate instructional unit and school, college, or division and are approved by the appropriate provost, chancellor (Flint or Dearborn), and president.
The vice president and secretary of the university shall maintain a list of those schools, colleges, and divisions that are authorized to make appointments to the clinical instructional staff.
Sec. 5.24. Research Scientists and Research Professors (revised October 2003)
Research Scientists. An academic or research unit may appoint research scientists to support the research activities of the university if a policy to authorize such appointments has been adopted by the school, college, division, or research unit in accordance with the bylaws of that unit and has been approved by the vice president for research. Research scientist appointments are not appointments to the tenured or tenure-track instructional faculty. The following titles may be used for research scientist appointments: research scientist, associate research scientist, assistant research scientist, and research investigator. Further definition of the rights and responsibilities of research scientists, not inconsistent with the Bylaws of the Board of Regents, may be addressed by the bylaws of the academic or research units.
Research scientist appointments and promotions are recommended by the appropriate instructional unit and school, college, division, or research unit and are approved by the vice president for research, the chancellor (Dearborn or Flint), and the president.
The vice president and secretary of the university shall maintain a list of those schools, colleges, divisions, and research units that are authorized to make research scientist appointments.
Research Professors. An academic or research unit may appoint research professors to support the research activities of the university if a policy to authorize such appointments has been adopted by the school, college, division, or research unit in accordance with the bylaws of that unit and has been approved by the vice president for research and the appropriate provost. Research professor appointments are not appointments to the tenured or tenure-track instructional faculty. The following titles may be used for research professor appointments: research professor, research associate professor, and research assistant professor. Further definition of the rights and responsibilities of research professors, not inconsistent with the Bylaws of the Board of Regents, may be addressed by the bylaws of the academic or research units.
Research professor appointments and promotions are recommended by the appropriate instructional unit and school, college, division, or research unit and are approved by the vice president for research, the appropriate provost, the chancellor (Dearborn or Flint), and the president.
The vice president and secretary of the university shall maintain a list of those schools, colleges, divisions, and research units that are authorized to make research professor appointments.
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