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The University has established a Work/Life Resource Center. The function of the center is to facilitate informed choice by faculty, staff, and students about family care services available in their communities and in campus communities. The services of this program are available to employees represented by GEO.
The Advisory Committee for this center advises the University about the operational goals for the program, recommends policies and priorities for the program's activities, evaluates the effectiveness of the program in meeting its stated goal, and assesses ongoing and changing needs for family care and recommends ways to address those concerns. This will include advising the University on, and advocating solutions for, meeting unmet child care needs, especially but not limited to addressing both the availability and the cost of child care. This committee, as long as it exists, shall include one employee member designated by GEO. |
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The University will provide special handling of any employee who are eligible for summer coverage as described in Article XI “Benefits” but whose confirmation of eligibility was not delivered to the Benefits Office by April 10. Employees so affected should contact the Academic Human Resources Office which will arrange for continued enrollment. If it is too late for such enrollment for those who continue health and dental insurance coverage using COBRA or who pay for other coverage, the University will reimburse the employee for any premiums actually paid up to the amount the University would have paid in premiums for the continuation of regular University coverage provided a premium receipt is submitted to the Benefits Office. For those who decide to pay for health and dental expenses directly, the University also will reimburse the employee up to the amount the University would have paid in premiums for the continuation of regular University coverage, but not to exceed actual expenses provided an original bill is submitted |
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The University will comply fully with the Family Medical Leave Act (FMLA). The Union and the University agree to include employees' same-sex domestic partners under the definition of "immediate family member" in connection with all FMLA provisions. |
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Listed in the Appendix is the LSA Policy for support of international graduate students who participate in the August workshop in English Language Proficiency. For eligible students who do not take advantage of the LSA Policy, the University will provide $35 per day to attendees of the workshop for food and other expenses. Comparable support will be provided to international graduate students who are employed outside LSA, through their respective schools or colleges.
The University is committed to this policy for the term of this Agreement. The provisions and duration of this policy are not a part of the collective bargaining agreement. However, any graduate student who believes he/she has not been properly accorded the provisions of this policy may file a grievance with the Rackham School of Graduate Studies. |
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For the purposes of this Agreement, the Employee and his or her partner shall be considered to be “same-sex domestic partners” if they are:
unable to enter a legally binding marriage in Michigan because they are considered to be of the same sex; and
are not legally married to another individual; and
are not related to each other by blood in a manner that would bar marriage; and
have registered or declared their Domestic Partnership in the manner authorized by a municipality or other government entity.
For the purposes of beginning coverage of a same-sex domestic partner following the termination of a previously covered domestic partner, at least 90 days must be allowed to pass since the dissolution of a previous domestic partnership in the manner authorized by a municipality or other government entity. |
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