University Policy Office

1.22 - Children in the Workplace

Effective: 10/17/2025
Senate Proposal: No
Responsible University Officer: Chief Human Resources Officer
Responsible Office: Human Resources

Policy Statement

Policy: Michigan Technological University values a family-friendly environment and understands that occasional, unexpected situations may arise. This policy is to emphasize the importance of the safety of children of employees on campus, maintain a productive work environment, and protect the university from liability. Employees are expected to make regular arrangements for the care of their children while working as the university workplace is not an appropriate substitute for childcare. Frequent, regular, or extended visits by children during work hours are not permitted.

Additional Information: Michigan Technological University will comply with all federal, state, and local safety, health, and environmental regulations. Due to the large number of these regulations, it is not feasible to list or summarize them here. 

Policy requirements

It is the University's policy that children under the age of 18 are permitted in the workplace (such as offices, classrooms), only with prior approval of the department chair, manager, or director, and in accordance with the guidelines below. Children aged 18 and under who are not enrolled in a Michigan Tech class or program are not allowed in laboratories at any time.

A. General Principles

The following rules apply to ensure the child's safety and to respect others working in the space:

  1. Safety First. The safety and well-being of the child are the sole responsibility of the parent or guardian at all times.
  2. Prohibited Spaces. The child must not have access to any laboratory or other hazardous areas.
  3. No Disruption: The presence of the child must not disrupt the work environment or negatively impact the productivity of the employee, their colleagues, or students.
  4. Supervision: Children must be under the direct supervision of the employee at all times. The employee may not delegate supervision to another employee, student, or visitor.
  5. Confidentiality: Children must not be present in areas where confidential or sensitive information is handled, viewed, or discussed.
  6. Financial Responsibility: The employee is financially responsible for any damages or injuries caused by their child.
  7. Illness: Children who are ill with a contagious disease may not be brought to the workplace.

B. Permissible and Prohibited Scenarios

    A. Permitted:

    With prior approval from the employee’s supervisor, the following are permitted:  

      1. Brief, Infrequent Visits: A child may be brought in for a brief visit (e.g., to say hello to coworkers or drop off an item).
      2. Temporary Exceptions:  We understand that unexpected situations can arise, such as short-term school or child care closures, snow days, or a brief gap between an appointment and the workday. In these rare cases, and when no other care alternatives are available, a supervisor may grant a written temporary exception to our general policy.  Under a temporary exception, a child may be permitted to accompany an employee to the workplace for a limited time. This permission is granted at the discretion of the supervisor.  We encourage employees to use appropriate leave (sick leave, vacation, or leave without pay) to care for their child, but we also want to be flexible when those options are not feasible for a brief period. The supervisor may ask the employee to use available leave if the situation extends beyond a limited timeframe.
      3. Infant-at-Work Program

The university may permit an employee to bring their infant to the workplace on a temporary, case-by-case basis. This program is designed to support employees who are transitioning back to work after the birth or adoption of a child.

Eligibility and Guidelines:

              1. Age Restriction: This exception applies only to infants from birth up to three months of age.
              2. Supervisor Approval: Employees must obtain prior written approval from their supervisor and department head.
              3. No Disruption: The employee must ensure the infant's presence does not disrupt the work of their colleagues or the overall productivity of the department. This includes managing noise, keeping the workspace clean, and ensuring the infant's needs are met without interfering with work responsibilities.
              4. No Hazardous Areas: The infant is strictly prohibited from entering any hazardous areas as defined in Section B(2).
              5. Direct Supervision: The employee is responsible for the infant's care and direct supervision at all times. The employee must not delegate this responsibility to others.
              6. Program Duration: The approval will be for a limited duration, as determined by the supervisor and department head. This period may be ended at any time if the infant's presence becomes disruptive or violates any part of this policy.

 B.  Prohibited:

 The following are prohibited at all times.  

    • Regular Childcare: The university workplace cannot be used as a replacement for regular childcare arrangements. This includes, but is not limited to, regular after-school care, care during school breaks, or extended periods due to lack of other options.
    • Hazardous Areas: Children are strictly prohibited from entering any hazardous areas. This includes, but is not limited to, laboratories, workshops, patient care facilities, mechanical rooms, kitchens, or any area containing dangerous equipment, chemicals, biological hazards, or confidential materials.

    • Unsupervised Access: Children may never be left unattended in an office, hallway, lounge, or any other area.

    • Work-Related Tasks: Children are not permitted to use university office equipment (e.g., computers, copiers, shredders, paper cutters, staplers) for entertainment or personal use, or to perform any work-related tasks for the university. 

C. Remote Employees and Employees Working Remotely

1. Work Hours and Performance Expectations

    • Remote work.  Remote work is only available consistent with University Policy 1.21
    • Remote work is not a substitute for childcare. While working from home offers flexibility, it is intended to be a professional work arrangement. Employees are expected to arrange for childcare just as they would if they were working in the office.

2. Handling Disruptions and Unexpected Events

We understand that unexpected situations, such as a sick child, a last-minute school closure, or a childcare provider cancellation, occur for remote employees as well. In these situations, employees should:

    • Communicate promptly with their supervisor. As soon as you know that you will need to provide child care during business hours, notify your supervisor to discuss a plan.  
    • Utilize appropriate leave. If the childcare situation will prevent you from performing your duties for an extended period, you are encouraged to use appropriate leave (e.g., paid time off, sick leave, or other available leave options) to care for your child.
    • Flexibility may be available at the supervisor’s discretion. In some cases, and with a supervisor's written approval, a flexible schedule may be arranged to accommodate a brief disruption. For example, you may be able to shift your work hours to the early morning or evening to make up for time spent on caregiving during the day.  Alternatively, if you are able to accomplish your work duties remotely while caring for your child, your supervisor may approve the arrangement for a brief period of time.  As with on-campus employees, we encourage employees to use appropriate leave (sick leave, vacation, or leave without pay) to care for their child, but we also want to be flexible when those options are not feasible for a brief period. The supervisor may ask the employee to use leave if the situation extends beyond a limited timeframe.

D.  Minors Accompanying Employees on Work-Related Travel

 

Minors are only permitted to accompany employees on work-related travel if their childcare during business hours is performed by someone other than the employee.  The University does not reimburse for travel-related expenses of children or other family members accompanying a university employee on work-related travel. 

E.  Supervisor Authority and Employee Responsibility

  1. Supervisor discretion.  Supervisors have the discretion to approve or deny a request to bring a child to the workplace.
  2. Removal.  Supervisors may direct an employee to remove a child from the workplace at any time if the child's presence becomes disruptive, poses a safety risk, or violates this policy.
  3. Failure to comply.  Failure to comply with this policy may result in disciplinary action, up to and including termination of employment.

F. Diapering and Hygiene

To maintain a healthy and sanitary environment for all employees and visitors, employees must adhere to the following guidelines for diaper changes:

  • Locations for diaper changes.  Diaper changes must be performed only in private areas, such as a single-stall restroom or a lactation/family room. They are not permitted in shared office spaces, cubicles, breakrooms, classrooms, or open-floor areas.
  • Disposal of diapers.  Diapers must be disposed of in a trash can located in a restroom immediately after the change. They should never be placed in office, classroom, or cubicle trash receptacles.

G. Related University Policies and Practices

 

Exclusions

This policy does not apply to:

  • Minors who are enrolled students when participating in enrolled courses.
  • Minors who are officially employed by the university, during the course of their job duties.
  • Children participating in approved, university-sponsored programs or events (e.g., summer camps or educational tours).
  • Varsity athletic coaches, who are directly managed by Athletics.



History:

10/17/2025 - Policy Approved