Article 28

LEAVES

Sabbatical Leave

1.    A sabbatical leave may be granted to a tenured bargaining unit member so long as the purposes of the leave are to further the interests of Central Michigan University as well as the bargaining unit member. The primary purposes for which a sabbatical leave is granted are to provide a tenured bargaining unit member with opportunities to:

a.    Improve and strengthen her/his teaching;

b.    Engage in research and/or professional writing for intended publication in the applicant's area of expertise;

c.    Perform scholarly or professional services at the local, state, national, or international level;

d.    Engage in other creative or scholarly activities; or

e.    Engage in intellectual and professional development activities that will be of benefit to the individual and to the University.

2.    All tenured bargaining unit members are eligible to apply for this type of leave to take effect at the end of the sixth continuous year, or twelfth semester, of regular full-time duties.  Untenured bargaining unit members are eligible to apply in the eleventh semester of regular full-time duties or later, provided that they expect to be tenured by the

beginning of the proposed sabbatical. The leave, if approved, shall be contingent on the granting of tenure effective prior to the start of the leave.  In computing the six (6) year

requirement, continuous part-time service shall be accumulated and converted to full-time service (e.g., two (2) semesters of one-half (½) time duties equal one (1) semester of full-

time duties).  Credit also may be granted for professionally relevant leaves taken since the bargaining unit member's last sabbatical leave.  Credit for sabbatical leave eligibility

shall not be cumulative beyond six (6) years unless a fully approved leave is denied solely for the convenience of the department, college, or University.

3.    Evaluation and Review.

a.    Individuals and committees who evaluate leave requests shall give consideration to:

1)    The quality of the proposal, its probable value to the professional development of the individual, and the contribution to the University and students;

2)    Potential value of the completed project to the University, the applicant’s college,

professional area, and students;

3)    Evidence which exhibits sound preliminary planning of the project and ability to complete the project;

4)    Past record of service to the University, research, teaching, and other scholarly and creative activity;

5)    The final report and any subsequent outcomes of the most recent sabbatical leave;

6)    Years of service applicable toward the leave; and

7)    Impact on departmental programs.

b.    Application for Sabbatical Leave.   An application for sabbatical leave is made in the fall semester only.  Individuals requesting a sabbatical leave shall secure a copy of the “Sabbatical Leave Administrative Rules and Procedures” and shall complete the “Application for Sabbatical Leave/Leave of Absence”. This application form shall be accompanied by a proposal using the structure outlined under the section “Proposal Format,” as found in the “Sabbatical Leave Administrative Rules and Procedures.” Both the Rules and Procedures and the Application Form can be found on the Faculty Personnel Services (FPS) website at  http://www.fps.cmich.edu.

c.    Department Review.  The department shall act as the initial and primary reviewing body for proposed sabbatical leave projects. The department shall assist the applicant in perfecting the application where necessary and feasible.  Applications recommended by the department shall be forwarded to the college committee.

d.    College Review.  The college committee consists of representatives determined by each college. The college committee is charged with the responsibility of:

1)    Assisting the dean in reviewing the departmental recommendation for compliance with the sabbatical leave provisions of the current Agreement, departmental policies and procedures, and the “Sabbatical Leave Administrative Rules and Procedures” consistent with the current  Agreement;

2)    Recommending proposals to the dean; and

3)    Serving as an appeal body when requested by the applicant whose proposal has been denied at the department level.

The dean and the college committee shall give due weight to the department’s recommendation concerning the merits of the proposal.  The dean shall communicate her/his recommendations to the Provost.

e.    Provost Review.  The Provost shall review those applications recommended by the deans, as well as those not recommended but appealed by the bargaining unit member, and will recommend applications to be submitted to the Board of Trustees for approval.

f.     At any level of review at which a proposed project is denied, the bargaining unit member will be given a written explanation indicating the reason(s) for denial.  At the department and college levels, this may also include suggestions for revisions. Where revisions are suggested, the bargaining unit member shall be given up to two (2) weeks to resubmit the proposal to the department or college, as appropriate.

g.    Bargaining unit members will be notified of the final action by the Board of Trustees.

4.    Salary and Benefits During Sabbatical Leave.

a.    A sabbatical leave may be granted for one-half (½) the annual contractual period at full salary or for one (1) annual contractual period at one-half (½) salary.  The sabbatical leave comprises the bargaining unit member's total CMU work responsibility, whether for one-half (½) or a full contractual period, unless additional CMU activities are included and approved as part of the sabbatical leave application process.

b.    While on sabbatical leave, an individual is an employee of the University and continues to receive benefits. If the leave is at full salary for one-half (½) the annual contractual period, those benefits available to all full-time faculty will continue unaffected.  However, if the leave is for the annual contractual period at half salary, retirement contributions, life insurance, and disability insurance coverage will be based on the actual salary paid.

5.    Other Compensation During Sabbatical Leave.  As a general rule, a bargaining unit member on a sabbatical leave may engage in other activities for financial compensation or gain only when these activities are included and approved as part of the sabbatical leave application process.  It is the responsibility of the applicant to inform the University of all other salary, grants, fellowships, or financial support he/she expects to or does receive during the period of the sabbatical leave.

6.    Sabbatical Leave Postponement.

a.    An approved sabbatical may be postponed at the request of the bargaining unit member, the department, or the college. Such postponement must be recommended by the department, the dean, and the Provost and submitted to the Board of Trustees for approval.

b.    Postponement of an approved sabbatical may be requested by the bargaining unit member for a period not to exceed two (2) semesters beyond the period initially approved as the leave period; e.g., a sabbatical approved for Fall Semester may be postponed until the following Fall Semester.  An approved sabbatical which is postponed at the request of the bargaining unit member and is not taken within two (2) semesters beyond the period initially approved is canceled. This limitation does not apply when postponement requests originate from the department or the college.

c.    A sabbatical leave application shall not be denied solely for the convenience of the department or college. Any time delay incurred because an approved sabbatical is postponed solely for the convenience of the department or college shall accrue in terms of eligibility toward a subsequent sabbatical leave.  Every effort should be made to accommodate the approved sabbatical leave in the subsequent academic year.

7.    Eligibility for Subsequent Sabbatical Leave.  A bargaining unit member begins to accrue time toward eligibility for the next sabbatical leave in the regular semester in which the final report of the previous sabbatical is submitted to the dean's office, provided normal academic duties are resumed. Otherwise, the eligibility begins to accrue in the semester in which normal academic duties are resumed provided the final report has been submitted. The leave time is not considered to be part of the accrued time toward a subsequent leave.

8.    Returning After Sabbatical Leave.   A bargaining unit member granted a sabbatical leave agrees in writing to return to CMU for at least one (1) year (12 months) following the period of the leave or to refund the compensation paid by CMU during the leave unless this obligation is specifically waived by the Provost. This obligation is waived in case of death, accident, or illness causing the bargaining unit member to be unable to return.

9.    Final Report.  Recipients of a sabbatical leave agree to submit a full written report by the end of the academic semester in which normal academic duties are resumed. Two copies of this report shall be made with one being forwarded to the department chairperson and the other forwarded to the office of the dean for review and acceptance. Upon review and acceptance, the dean shall forward a copy of the report to Faculty Personnel Services and shall notify the bargaining unit member in writing of the acceptance of her/his report.

The final report must contain: