Common use of Intermittent Lecturer Clause in Contracts

Intermittent Lecturer. 3. The title of the Employee shall be determined by the academic unit in accordance with Section B. below. 4. Lecturer IIs and Lecturer IVs as defined below have “presumption of renewal,” which is defined as the expectation of recurring work provided that there is instructional need and budgetary support within the academic unit and that the Employee’s performance meets the standards established by the academic unit, consistent with Article XIX., Performance Evaluation. Except as otherwise provided in Article XII. B.4., B.5, and E.4., Employees with presumption of renewal will be laid off only after Employees without presumption of renewal and will be recalled from layoff status before Employees without presumption of renewal. 5. The appointment effort initially offered for the first year of any multi-year appointment will establish the percentage of effort anticipated for the entire appointment period and be based on previous patterns of appointment. When the actual appointment exceeds the initial appointment for a period of four (4) semesters within the appointment period or four (4) consecutive semesters, the parties will meet in special conference, at the request of the Employee, to determine whether a revised appointment letter is needed. In the event of a reduction in effort between appointments, the relevant provisions of Article XII., Xxxxxx, Reduction in Appointment Effort, and Recall, will apply. In the event of an additional assignment which is subsequently cancelled after the late cancellation deadlines provided in Article XII.B.5., C.2., C.3., and C.4., the Employee will not be placed on layoff status, but will receive the appropriate compensation provided in Article XII.D. 6. No Employee who held the Lecturer III or IV title as of June 30, 2018 shall be reclassified solely as a result of the definitions in Section B. below. 7. The Employer shall not engage in activities or establish practices and/or programs for the purpose of denying access to reappointment, major review, or presumption of renewal. 8. If an academic unit posts a Lecturer III position in accordance with Article XXVII., Posting, Hiring, and Notification, the academic unit will notify all Employees in the academic unit (including those on layoff) of the posting. Any qualified Employee shall be considered for the position, should they apply, just like any other applicant. If an Employee meets all of the minimum qualifications for a position, the Employee will receive an interview. If an Employee in the academic unit applies for the Lecturer III position and is not selected, the academic unit will, upon request from the Employee, provide a written explanation why the application was unsuccessful.1 9. Breaks in service due to layoff (Article XII., Layoff, Reduction in Appointment Effort, and Recall) or leaves of absence (Article XXXI., Leaves of Absence Without Pay) will not be regarded as an interruption in continuous service as used in this Article. Except as specified in B.1.h. below, time spent on full lay-off or leave of absence shall not count towards the semesters necessary for an interim review, major reviews, or continuing reviews. At the agreement of both parties, Employees may be reviewed while on full lay-off status or while on a leave of absence as specified in Article XXXI., Leaves of Absence Without Pay. For specific provisions regarding the effect of an initial winter hire, layoff, or leave of absence on time towards major review, see B.1.h. below. 10. In certain academic units where spring and/or summer teaching form part of the regular curriculum, spring and/or summer teaching for a full four-month period shall count as semesters towards reviews. Regular spring or summer semester employment can take the place of a fall or winter semester as outlined in B.1.h.iii. below. A maximum of two semesters may be accrued toward review in any given academic year. The provisions of this paragraph are limited to the following academic units: Xxx Arbor School of Nursing 1 See also Article XXVII.A.2 for more on Lecturer III Postings. Xxx Arbor School of Social Work Xxx Arbor School of Education Xxx Arbor School of Business

Intermittent Lecturer. 3. The title of the Employee shall be determined by the academic unit in accordance with Section B. below. 4. Lecturer IIs and Lecturer IVs as defined below have “presumption of renewal,” which is defined as the expectation of recurring work provided that there is instructional need and budgetary support within the academic unit and that the Employee’s performance meets the standards established by the academic unit, consistent with Article XIX., Performance Evaluation. Except as otherwise provided in Article XII. B.4., B.5, and E.4., Employees with presumption of renewal will be laid off only after Employees without presumption of renewal and will be recalled from layoff status before Employees without presumption of renewal. 5. The appointment effort initially offered for the first year of any multi-year appointment will establish the percentage of effort anticipated for the entire appointment period and be based on previous patterns of appointment. When the actual appointment exceeds the initial appointment for a period of four (4) semesters within the appointment period or four (4) consecutive semesters, the parties will meet in special conference, at the request of the Employee, to determine whether a revised appointment letter is needed. In the event of a reduction in effort between appointments, the relevant provisions of Article XII., Xxxxxx, Reduction in Appointment Effort, and Recall, will apply. In the event of an additional assignment which is subsequently cancelled after the late cancellation deadlines provided in Article XII.B.5., C.2., C.3., and C.4., the Employee will not be placed on layoff status, but will receive the appropriate compensation provided in Article XII.D. 6. No Employee who held the Lecturer III or IV title as of June 30, 2018 shall be reclassified solely as a result of the definitions in Section B. below. 7. The Employer shall not engage in activities or establish practices and/or programs for the purpose of denying access to reappointment, major review, or presumption of renewal. 8. If an academic unit posts a Lecturer III position in accordance with Article XXVII., Posting, Hiring, and Notification, the academic unit will notify all Employees in the academic unit (including those on layoff) of the posting. Any qualified Employee shall be considered for the position, should they apply, just like any other applicant. If an Employee employee meets all of the minimum qualifications for a position, the Employee will receive an interview. If an Employee employee in the academic unit applies for the Lecturer III position and is not selected, the academic unit will, upon request from the Employee, provide a written explanation why the application was unsuccessful.1 9. Breaks in service due to layoff (Article XII., Layoff, Reduction in Appointment Effort, and Recall) or leaves of absence (Article XXXI., Leaves of Absence Without Pay) will not be regarded as an interruption in continuous service as used in this Article. Except as specified in B.1.h. below, time spent on full lay-off or leave of absence shall not count towards the semesters necessary for an interim review, major reviews, or continuing reviews. At the agreement of both parties, Employees may be reviewed while on full lay-off status or while on a leave of absence as specified in Article XXXI., Leaves of Absence Without Pay. For specific provisions regarding the effect of an initial winter hire, layoff, or leave of absence on time towards major review, see B.1.h. below. 10. In certain academic units where spring and/or summer teaching form part of the regular curriculum, spring and/or summer teaching for a full four-month period shall count as semesters towards reviews. Regular spring or summer semester employment can take the place of a fall or winter semester as outlined in B.1.h.iii. below. A maximum of two semesters may be accrued toward review in any given academic year. The provisions of this paragraph are limited to the following academic units: Xxx Arbor School of Nursing 1 See also Article XXVII.A.2 for more on Lecturer III Postings. Xxx Arbor School of Social Work Xxx Arbor School of Education Xxx Arbor School of Business

Intermittent Lecturer. 3. The title of the Employee shall be determined by the academic unit in accordance with Section B. below. 4. Lecturer IIs and Lecturer IVs as defined below have “presumption of renewal,” which is defined as the expectation of recurring work provided that there is instructional need and budgetary support within the academic unit and that the Employee’s performance meets the standards established by the academic unit, consistent with Article XIX., Performance Evaluation. Except as otherwise provided in Article XII. B.4., B.5, and E.4., Employees with presumption of renewal will be laid off only after Employees without presumption of renewal and will be recalled from layoff status before Employees without presumption of renewal. 5. The appointment effort initially offered for the first year of any multi-year appointment will establish the percentage of effort anticipated for the entire appointment period and be based on previous patterns of appointment. When the actual appointment exceeds the initial appointment for a period of four (4) semesters within the appointment period or four (4) consecutive semesters, the parties will meet in special conference, at the request of the Employee, to determine whether a revised appointment letter is needed. In the event of a reduction in effort between appointments, the relevant provisions of Article XII., XxxxxxLayoff, Reduction in Appointment Effort, and Recall, will apply. In the event of an additional assignment which is subsequently cancelled after the late cancellation deadlines provided in Article XII.B.5., C.2., C.3., and C.4., the Employee will not be placed on layoff status, but will receive the appropriate compensation provided in Article XII.D. 6. No Employee who held the Lecturer III or IV title as of June 30, 2018 shall be reclassified solely as a result of the definitions in Section B. below. 7. The Employer shall not engage in activities or establish practices and/or programs for the purpose of denying access to reappointment, major review, or presumption of renewal. 8. If an academic unit posts a Lecturer III position in accordance with Article XXVII., Posting, Hiring, and Notification, the academic unit will notify all Employees in the academic unit (including those on layoff) of the posting. Any qualified Employee shall be considered for the position, should they apply, just like any other applicant. If an Employee meets all of the minimum qualifications for a position, the Employee will receive an interview. If an Employee in the academic unit applies for the Lecturer III position and is not selected, the academic unit will, upon request from the Employee, provide a written explanation why the application was unsuccessful.1 9. Breaks in service due to layoff (Article XII., Layoff, Reduction in Appointment Effort, and Recall) or leaves of absence (Article XXXI., Leaves of Absence Without Pay) will not be regarded as an interruption in continuous service as used in this Article. Except as specified in B.1.h. below, time spent on full lay-off or leave of absence shall not count towards the semesters necessary for an interim review, major reviews, or continuing reviews. At the agreement of both parties, Employees may be reviewed while on full lay-off status or while on a leave of absence as specified in Article XXXI., Leaves of Absence Without Pay. For specific provisions regarding the effect of an initial winter hire, layoff, or leave of absence on time towards major review, see B.1.h. below. 10. In certain academic units where spring and/or summer teaching form part of the regular curriculum, spring and/or summer teaching for a full four-month period shall count as semesters towards reviews. Regular spring or summer semester employment can take the place of a fall or winter semester as outlined in B.1.h.iii. below. A maximum of two semesters may be accrued toward review in any given academic year. The provisions of this paragraph are limited to the following academic units: Xxx Arbor School of Nursing 1 See also Article XXVII.A.2 for more on Lecturer III Postings. Xxx Arbor School of Social Work Xxx Arbor School of Education Xxx Arbor School of Business