Given the present challenges, numerous policies have been revisited or clarified to better support our diverse faculty facing challenges to their intersectional identities. These policies and practices are outlined below along with a brief description of each.
Parental Leave- Faculty
The Parental Leave Benefit is to give parents additional flexibility and time to bond with their new child, adjust to their new family situation, and balance their professional and home obligations. Paid Parental Leave - Faculty Handbook
Initial version included only maternal leave. The latest revision went into effect Jan. 1, 2017 and is an inclusive
Parental Accommodation- Graduate Students
Graduate students requiring assistance during a pregnancy, a postpartum period, during an adoption process, or following an adoption placement are covered under the Graduate Student Parental Accommodation policy. For more information students should contact the Graduate School or visit their webpage on Gradate Student Parental Accommodations.
Tenure Extension: COVID-19
COVID-19 will constitute an exceptional circumstance, as outlined in section 5.1.2 of Appendix I of the Faculty Handbook, for all tenure-track faculty with a mandatory tenure decision during or subsequent to the 2020-2021 academic year. However, tenure clocks will not be automatically extended and an exceptional circumstance extension must still be requested. Requests must be made within a reasonable amount of time and before November 15 of the final year of the tenure probationary period.
More information for Faculty related to COVID-19 can be found on the MTU Flex: Plan to Return to Campus webpage.
A faculty member encountering disruption of professional responsibilities during the tenure probationary period, requiring extensive sick leave, unpaid leave, or a substantial formal reduction of professional responsibilities may make written request to the Provost for a one year extension of the tenure probationary period. Under this policy, an individual's tenure probationary period at Michigan Technological University may be extended by one year for each child, or in the case of requests based on the birth or legal adoption of a child, not more than two years total.
Dependent Care While on Travel
Dependent care expenses above and beyond regular dependent care costs that directly result from travel on university business will be reimbursed. Reimbursement forms are available Dependent Care | Financial Services and Operations.
- Additional resources here:
- Tech Benefit: Childcare while traveling on University Business | WISEblog
- The final report of the Ad-hoc Task Force on Childcare Issues at Michigan Tech
- The Proceedings of the National Academy of Sciences Opinion on How to Tackle the Childcare–Conference Conundrum
We want to attract and retain exceptional faculty; our success often depends on cultivating two careers. The Partner Engagement Program was created to help spouses/partners gain knowledge about Michigan Tech, potential employment opportunities and other resources at the University and in the local area.
Fifteen lactation and/or baby changes spaces are available across campus as shown on this map. This rapidly expanding program is championed through the Center for Diversity and Inclusion. Additionally, there is a Support for Breastfeeding Mothers Program Anyone needing space on a regular basis should talk to their supervisor since locked, private office space can be arranged.
Diversity Literacy Workshops
These workshops are a key outcome from the ADVANCE PAID initiative. They have expanded and adapted with new materials and for expanding audiences. Initially training was voluntary, then it became a requirement to serve on search committees, then to serve on P&T committees, and in some colleges continued certification is linked to merit pay determinations. Michigan Technological University| Diversity Literacy Certification