The University of Michigan: A Commitment to Families
If you’re a prospective faculty member, you already know about the University of Michigan’s preeminent role in research and education. But you may not know about the wide variety of benefits we offer to you, your spouse or partner, and your children and other family members.
The programs and resources described here are an important part of the University’s effort to assist faculty in balancing their roles. We hope you will explore this website fully to learn about the resources available to assist you and your dependents. If you have questions or need more information, please contact your school, college, or department.
We are proud to provide two (2) significant benefits for new parents. Effective September 1, 2018, U-M established two (2) standalone paid leaves (“Maternity/Childbirth Leave” and “Parental Leave”) that each provide six (6) weeks of paid leave and are wholly separate from available “sick” policies (e.g., short-term and extended sick):
- Six (6) weeks paid Maternity (Childbirth) Leave — to provide the parent who gave birth time for the physical recovery associated with childbirth; and
- Six (6) week paid Parental Leave — intended to provide all new parents (whether by birth, adoption, foster care placement, or child guardianship events) with a period of bonding (parents who gave birth are also eligible for this paid leave).
Also effective September 1, 2018, U-M reduced the eligibility period from two (2) years from time of hire to one (1) year for paid Extended Sick Leave benefits. (link to SPG 201.11–0).
The University of Michigan is proud to provide a comprehensive set of policies, programs, services, benefits, and resources for faculty members and their families. As part of the U-M faculty, you and your family are eligible to benefit from:
- Reduced teaching assignment to care for your newborn or newly adopted child (or children)*.
- The exclusion of one countable year from your tenure probationary period for childbirth, adoption, or dependent care*.
- The University’s excellent dual career services, one of the most comprehensive in the country*.
- The ability to enroll a dependent (where applicable) who meets the eligibility criteria in the category of “Other Qualified Adult” in some of your benefit plans (more information is available from the Benefits Office).
- Effective September 1, 2018 — six (6) weeks paid Maternity (Childbirth) Leave to provide the parent who gave birth time for the physical recovery associated with childbirth; this leave is wholly separate from other available “sick” policies (e.g., short-term and extended sick);
- Effective September 1, 2018 — six (6) weeks paid Parental Leave to provide all new parents (whether by birth, adoption, foster care placement, or child guardianship events) with a period of bonding (parents who gave birth are also eligible for this paid leave); and
- Effective September 1, 2018, eligibility period for paid Extended Sick Leave benefits reduced from two (2) years from time of hire to one (1) year.
* For tenure-track and tenured faculty members.
Please Note: This portion of the Provost’s website is one source of information only. Official University policies can be found in the Regents’ Bylaws, the Standard Practice Guide (SPG), and elsewhere (e.g., unit policies and procedures).
The U-M’s commitment to faculty and their families is demonstrated by our childbirth, adoption, foster care placement, and child guardianship policies, which include those listed here. Please note that the numbers in parentheses are links to the applicable information in the Standard Practice Guide.
(All parents [including birth mothers] should see the Childcare & Dependent Care: Policies and Resources section on this website.)
- Paid Sick Leave. As advised by your physician, you will receive paid leave during pregnancy and following childbirth, including paid short term sick leave and, effective September 1, 2018, reduced eligibility period from two (2) years from time of hire to one (1) year for paid Extended Sick Leave benefits. (SPG 201.11-1)
- Modification of Teaching Assignments (Modified Duties). If you give birth, you are entitled to a period of time during which your teaching duties will be modified to allow you to adjust to this new set of life demands–with no reduction in salary. For example, an academic unit may relieve you from direct teaching responsibilities for a semester. (SPG 201.93)
- Excluding Time from the Tenure Clock Due to Childbearing. If, as a female faculty member, you have one or more children during your tenure probationary period, upon request your tenure review will be postponed by a year. (SPG 201.92 ) See also Children, Dependents and Childcare—Excluding Time from the Tenure Clock Due to Dependent Care.
- Six (6) weeks paid Maternity (Childbirth) Leave, effective upon hire, to provide birth mothers with time for the physical recovery associated with childbirth; this leave is wholly separate from other available “sick” policies (e.g., short-term and extended sick) (SPG 201.30-6 — effective September 1, 2018).
Childcare & Dependent Care
At the U-M, we recognize that affordable, quality childcare is a must for working parents. We are proud to offer three different childcare centers, as well as sick-child services. U-M also: offers significant paid leaves for parents who gave birth and other new parents; offers leaves of absence for childcare; excludes time from the tenure clock for dependent care; and adheres to the Family Medical Leave Act.
The numbers in parentheses provide direct links to the applicable policy in the Standard Practice Guide (SPG).
Policies Specific to New Parents
Modification of Teaching Assignments (Modified Duties)
If you are the parent of a newly born child or the parent of a newly adopted child, you may request a period of time during which your teaching duties will be modified to allow you to adjust to this new set of life demands–with no reduction in salary. For example, an academic unit may relieve you from direct teaching responsibilities for a semester. To be eligible for a period of modified duties, you must meet the criteria described in SPG 201.93. (Note – for parents who give birth and are eligible faculty, a second term of modified duties (as provided for above) will be granted upon request – SPG 201.30-6).
Excluding Time from the Tenure Clock Due to Dependent Care
As a faculty member who must help meet the demands of caring for dependents (e.g., children, ill or injured partners, or aging parents), you may ask for your tenure review to be postponed by a year. (SPG 201.92)
Policies and Resources Applicable To All New Parents
Effective September 1, 2018 — 6 weeks paid Parental Leave to provide all new parents (whether by birth, adoption, foster care placement, or child guardianship events) with a period of bonding (parents who gave birth are also eligible for this paid leave). (SPG 201.30-6).
Family Medical Leave Act (FMLA)
The University supports leaves of absence under the Family Medical Leave Act (please see the University Human Resources web page for more details), which are available to all faculty and staff members. When you meet the eligibility criteria, you are entitled to receive University contributions toward medical and dental premiums for up to 12 weeks in a 12-month period. If you have questions or need further details, please visit the Child and Family Care Website.
Leaves of Absence Without Salary for Childcare
If you or your spouse or partner has given birth to or adopted a child under the age of six, you may request a leave of absence without salary for childcare. You may also request such leaves for other purposes (e.g., educational, government or public service and outside teaching, research, and scholarly activity). (SPG 201.30-1)
The University operates the following University childcare centers:
If you have sick children or need back-up emergency childcare (e.g., your regular child care is not available), you can contact a qualified child care provider through the Kids Kare at Home program, which is operated by the U-M’s Child and Family Care office. After calling, an assigned, trained caregiver will come to your home within 3-4 hours.
Faculty and Their Families
Child and Family Care (formerly Work-Life Programs) provides information and resources to support your personal life while maintaining your professional responsibilities.
The Faculty and Staff Counseling and Consultation Office (FASCCO) provides support and assistance to university staff and faculty in resolving personal or work-related concerns. The goal is to help you develop and foster strengths and resiliency to enhance your emotional health, well-being, and job performance. You can find support here, including confidential and professional counseling, coaching, training, and consultation services for supervisors. Campus staff, faculty, retirees, benefit-eligible adult dependents, and departments are encouraged to contact us for support. Help raise awareness about the support available for your colleagues by printing and posting this flier in your work area.
The UCCF offers a comprehensive range of mental health services for children, adolescents, and families in the community. Professional staff will collaborate with you to develop the solutions that work best for your family.
In addition to clinical assessment and treatment, UCCF also offers free and low-cost workshops throughout the year. Workshops typically address topics such as parenting through separation and divorce, ADHD and learning disabilities, and developing coping skills.
Clinical interventions are provided by professional staff, postdoctoral fellows, and graduate level students under the supervision of professional staff. You do not have to be affiliated with the university to receive our services.
CEW+ empowers women+ and underserved individuals in the University of Michigan and surrounding communities by serving as an advocate and providing resources to help individuals reach their academic, financial, and professional potential.
Established in 1964, the Center for the Education of Women + was a pioneering university women’s center. Designed to serve the needs of women students as well as women returning to school or work, CEW+ (then known as the “Center for the Continuing Education of Women”) was founded with a three-part mission of service, advocacy, and research. The Center for the Education of Women + continues its work today, serving university students, staff and faculty, community members, and all genders, facing education, employment, or other life issues.
The ADVANCE Program focuses on four areas relevant to the success of a diverse and excellent faculty: recruitment, retention, climate, and leadership development. Together, these encompass not only multiple stages of faculty careers but also multiple mechanisms by which faculty diversity and excellence at U-M are enhanced. The strategies we use to address our goals can be broadly categorized as: research and evaluation; knowledge and skill development; community building; and resources and support.
Initially focusing on institutional transformation with respect to women faculty in science and engineering fields (2002 NSF ADVANCE IT Grant proposal), the program has expanded to address necessary institutional changes to support the needs of a diverse faculty in all fields. Many of the strategies we develop also are relevant to postdoctoral fellows, students, and staff. As such, we consult and collaborate with various campus constituents and welcome requests to tailor our programs to specific institutional needs or goals.
ADVANCE works directly with many departments, schools and colleges to support their efforts to bring positive changes to the work environment. We also offer many documents (handbooks, and handouts), research reports, lists of resources and programs (workshops, group discussions, seminars) that are designed to facilitate departmental, school and college efforts.
Spectrum Center is a campus resource center dedicated to serving and supporting members of the U-M LGBTQIA2S+ communities. Through education, advocacy, and community building, the center works to enhance campus climate, increase students’ sense of belonging, and help students thrive.
LGBT Faculty Alliance
ADVANCE is collaborating with the U-M LGBT Faculty Alliance on several networking events. The U-M LGBT Faculty Alliance was started in 1992 and focuses on LGBT university policies, curriculum development, students’ academic/career needs and faculty support. All U-M faculty are welcome to join the Alliance.
To join the private e-mail group, please send an e-mail to: LGBTfacultyalliance@umich.edu.
As a faculty member, you can purchase a Rec Sports membership for yourself (several types of which are available) and also memberships for your family members at varying rates for children (under the age of 18), dependents (children between the ages of 18 and 25), and sponsored adults (spouse, partner, or children over the age of 25). Members have access to several U-M sports facilities.
Michigan Medicine’s Geriatrics Center seeks to increase the span of healthy, active life for older adults through interdisciplinary clinical care, education, research and community service. Their offerings include the Osher Lifelong Learning Institute.
About Ann Arbor
One of the biggest perks of working at the University of Michigan is living in Ann Arbor. Our beautiful city offers all the music, arts, dining, and cultural opportunities of a large city while still retaining that “home-town” feel. Situated on the banks of the Huron River, Ann Arbor is also known for its abundant parklands, excellent schools, low crime rate, and a community as diverse as that of large metropolitan cities. For more information about the Ann Arbor area, see Explore Ann Arbor (Michigan Ross) and Destination Ann Arbor (Leaders & Best).
Your source of information on benefits plans offered by the University of Michigan, including Health and Well-Being, Work-Life, Financial, Benefits Enrollment, and Retirement.
Subject to eligibility requirements, if you do not already cover a spouse in your U-M benefits plans you may add one Other Qualified Adult (OQA) to your benefit coverage. This site will provide you with information about covering an OQA.
Standard Practice Guide (SPG) 201.11-1 (“Sick Leave Plan”) and the accompanying procedures document describes the University’s Sick Pay Plan for academic appointees. The University, consistent with its needs and requirements, wants to minimize the compensation loss of its faculty members during certain periods of absence from work that occur during their annual appointment periods (from September 1 through May 31 for University-year appointments or at any time for twelve-month appointments) due to personal illness, injury or preventive medical or dental care that is either unavoidable or in the best interest of the University and its faculty members.
Paid Maternity (Childbirth) and Parental Leaves (Separate from Sick Leave Income Plans)
To support the University of Michigan’s commitment to faculty and staff as they balance family, professional and academic responsibilities, the university is committed to providing paid time off for birth mothers and other parents that supports both the physical recovery associated with birth and also provides bonding time with children new to the family. For that purpose, the university provides paid maternity (childbirth) leave and paid parental leave.
In the fall of 2018, U-M established two (2) significant six (6) week paid leaves (“Maternity/Childbirth Leave” and “Parental Leave”) that are standalone and wholly separate from available “sick” policies (e.g., short-term and extended sick):
- Six (6) weeks paid Maternity (Childbirth) Leave is intended to provide parents who give birth with time for the physical recovery associated with childbirth; and
- Six (6) weeks paid Parental Leave is intended to provide all new parents (whether by birth, adoption, foster care placement, or child guardianship events) with a period of bonding (parents who give birth are also eligible for this leave).
Flexible Spending Accounts (FSAs)
Flexible Spending Accounts are a great way to pay for dependent care and health care while saving you tax dollars. FSAs allow you to set aside pre-tax dollars for out-of-pocket expenses like day care, medical and prescription co-pays, and much more. And every dollar you defer to an FSA account decreases your taxable income.
Responsibility for determining a University of Michigan student’s eligibility to be classified as a resident for tuition purposes rests with the Residency Classification Office in the Office of the Registrar.
A dean or executive officer may offer a one-year non-resident tuition differential grant for a prospective or recently recruited faculty or staff member’s immediate family member who may be or has been determined to be ineligible for residency for the purposes of tuition. The grant offer is generally made as part of a recruitment effort (e.g., to recruit an exceptionally talented individual or to fill a position that is difficult to fill). The grant will be provided only under the terms described in Section II, Regulations and Definitions of the SPG. The office of the dean or executive officer that approves the grant offer is responsible for funding the grant. The grant is provided in accordance with the regulations and definitions in the SPG(SPG 201.69-1).
For more information about benefits available to faculty and their families, contact your school, college, or department.