Medical FacultyEmploymentHandbook
EffectiveSeptember 2015
Updated December 2015
TABLE OF CONTENTS
Introduction
Definitions
Orientation and Onboarding
Employee Identification Card
Pay
Medical Faculty Salary Program
Electronic Pay Options
Payroll Process
Pay Transparency
Benefits
CMU Choices – The Central Michigan University Flexible Benefits Plan
Continuation of Insurance Coverage- COBRA
Continuing Medical Education
Discounts and Services
Moving Expenses
Other Eligible Individual
Retirement Plans
Space and Support Services
Tax Deferred Investment Opportunities
Travel Accident Insurance
Tuition Benefit
Leaves of Absences
Court Required Service
Family & Medical Leave
Funeral Leave
Holidays
Legal Holidays:
Additional Holidays:
Medical Leaves of Absence
Sick Leave Accrual
Medical Leave
Serious and Catastrophic Leave
Other Leaves of Absences
Types of Leaves of Absence
Military Leave
Short Tour of Duty
Extended Military Service
Vacation
Policies
Affirmative Action
Annual Performance Review
Closing of Campus Buildings, Cancellation of Classes
CMED Citizenship /Code of Conduct/Employee Expectations
Compliance and Mandatory Education
Disciplinary Outcomes Involving Faculty
Procedures:0
Review/Remediation:
Sanctions:
Appeal:
Final Determination:
Intellectual Property Rights
Licensure, Medical Staff Privileges, Credentialing2
Outside Activities and Conflict of Interest
Outside Clinical Practice
Personnel Files
Teacher Learner Compact
Termination of Employment
CMU Retiree Status
Transfer
Wellness and Safety Programs
Bloodborne Pathogens
Drug-Free Workplace8
Employee Assistance Program (EAP)8
Employee Wellness- Your Health, It’s Central
Environmental Health and Safety
Fitness Facilities
Tobacco Free Workplace
Work Accommodations
Work-Related Injuries/Workers’ Compensation
COLLEGE AND UNIVERSITY GUIDELINES
Introduction
This handbook is for Medical Faculty (ME) employed by Central Michigan University[1]. The information has been designed as a reference document to acquaint Medical Faculty with many of the policies and procedures relating to benefits, compensation, employment practices and programs that impact them as employees of Central Michigan University. This handbook does not constitute a contract. Information related to appointment, reappointment, promotion, and tenure can be found in the CMED Faculty Appointment Manual. Information regarding the organization and governance of the CMU College of Medicine can be found in the CMED Bylaws. Both are accessible by referring to the CMED Faculty Employment and Personnel Considerations section of the Faculty Personnel Services website here.
Any changes to this handbook must be approved by the Provost. The University has agreed to consult with the College of Medicine concerning any proposed change but reserves the right to make changes as the University deems appropriate.
Unless otherwise specified herein, the provisions of this handbook apply only to Medical Facultyemployed by CMU. This handbook supersedes and replaces all previous handbooks.
The handbook includes website links to assist the on-line reader in finding additional information on the web by simply clicking on the address in the text.
Every effort has been made to include all pertinent information; however, if you have questions regarding more detailed information on topics covered that are not addressed or suggestions for future revisions, employees should contact their supervisor or CMED Faculty and Staff Affairs (F&SA). In addition, Medical Faculty will find a variety of information of interest to employees on the CMU Faculty Personnel Services websitehere.
Authorized and approved:
Michael Gealt
Provost, Central Michigan University
Definitions
Active Status/Active Employee
An employee is considered active when he or she is in a paid status.
Calendar Days
Calendar days include Saturdays and Sundays.
CARE Model/Position Expectations
The CMED employs a specific model to outline service expectations in four domains (clinical, administrative, research, and education), referred to as the CARE model. The CARE model assigned to individual Medical Faculty is reviewed at least annually by the applicable supervising authority in consultation with the Dean or designee, and may be adjusted at any time. The CARE model assigned to individual faculty is outlined in her/hismost current appointment letter.
Full-time
A full-time appointment is at least forty work hours per week for a minimum duration of six (6) months. Employees will be considered full-time for university contributions toward CMU Choices flexible benefits program if their appointment is at 100 percent.
Interim Appointment
An employee who is temporarily assigned additional or different responsibilities as a result of a vacancy may be given an interim appointment; typically while a search to fill the vacant position is completed in accordance with CMU policies. Interim appointments may be made for up to a maximum of 3 years without conducting a search; however, Faculty Personnel Services and the Provost must approve any interim appointment that extends beyond one (1) year.
Lost Time
Lost time is time the employee is scheduled to work but does not work. Lost time is unpaid time. Employees may request permission to take unpaid time off only when the employee has exhausted available vacation or sick time (as appropriate). Unpaid time may only be used in 4-hour minimum increments. Managers and supervisors have the authority to grant or deny a request for unpaid time off, in consultation with CMED Faculty and Staff Affairs, taking operational needs into account. For extended periods of Lost Time, employees should refer to applicable CMU Leave of Absence policies.
Medical Faculty (ME)
The Medical Faculty group consists of salaried CMU employees appointed as clinical, research or education scholars for the CMU College of Medicine, both on-campus and off-campus. Employees in this classification must be employed at least part-time and may hold a tenured, tenure-track, or non-tenure track position.
Part-time
Part-time employees have a regular work schedule of at least twenty (20) work hours per week or more for a minimum duration of six (6) months. The University will not create a benefit-eligible position that is less than 20 hours per week. Part-time Medical Faculty employees are eligible for benefits and receive University contributions toward CMU Choices flexible benefits program, however, benefitsare reduced. Employees will be considered part-time if their appointment is less than 100 percent.
Prorating
Prorating is the method for determining the amount of certain benefits that a part-time employee would receive, such as retirement contribution or sick leave accrual. This is based on the proportion of the employee’s appointment percentage as compared to a full-time appointment.
Salaried
Salaried employees are employed to fulfill the responsibilities of their position regardless of the hours necessary to do so. Salaried employees may have work schedules that fluctuate from week to week. These employees are paid a salary which will be the regular amount paid regardless of the amount of time worked in awork week. Salaried employees are generally exempt from the overtime provisions of the Fair Labor Standards Act and are not eligible for overtime pay or compensatory time worked beyond forty (40) hoursin a week.
Termination
Termination is the conclusion of CMU employment (e.g., voluntary resignation, discharge, retirement).
Work Day
A work day is any day of the week that is a scheduled working day for the employee.
Work Week
The work week is normally five working days in a week. The work days need not be consecutive.
Orientation and Onboarding
Every new employee, regardless of previous training or experience, needs to be introduced to the work environment and the performance of specific tasks. Orientation programs are intended to help new employeesget off to a goodstart by establishing a sense of belonging and cooperation, creating favorable attitudes, supplying necessary information that will answer employees’ questions, and removing fears or uncertainties which may be barriers to effective job learning and performance.
CMED Faculty and Staff Affairs, in conjunction with other University Offices (Faculty Personnel Services, Benefits and Wellness/HR, etc.) and the direct supervisor, are responsible for the initial onboarding of all Medical Faculty. This process begins with academic credentialing, criminal history background screening(s), and provider enrollment (if applicable)following job offer acceptance. All offers of employment are contingent upon satisfactory completion of all pre-employment processes. The onboarding process also includes coordinating resources in anticipation of her/his arrival, coordinating the first day of employment, and ensuring invitation to formal campus orientation sessions (e.g. Benefits and Retirement Orientation, New Hire Orientation, New Faculty Orientation, Environmental Health and Safety Orientation) as applicable to the Medical Faculty member’s role.
Additional information regarding Medical Facultyonboarding can be found on the Faculty and Staff Affairs page on the CMED Intranet (here).
Employee Identification Card
CMED’s Personal Appearance policy (here) requiresthat employee identification badges must be worn above the waist at all times while on the job, with the picture and name forward so that it is clearly and immediately visible to patients, visitors and other staff. Should a badge be lost or misplaced, a temporary replacement is required. The Campus ID card is the official identification card for CMU students, faculty, and staff and is required for many University services (library, SAC, etc.). The card can be utilized as an ATM debit card by linking it to an Independent Bank checking account. For more information, refer here.
Pay
Medical Faculty Salary Program
The CMU Medical Faculty Salary Program sets forth expectations in categories of activity across the CMED and methods of compensation for various activities. Compensation for faculty is divided into salary components. Salary components may includefixed, variable (based on fluctuations in activity) or additional forms of compensation, to recognize either temporary or ongoingadministrative assignments. Total salary may be comprised of four components: Base, Incentive, Administrative, and Additional Supplement.
Medical Faculty should refer to the specific information contained in the CMU Medical Faculty Salary Program(in process) for detailedinformation.
Because Medical Faculty employeesalaries aredetermined under this salary program, Medical Faculty are not eligible for the general salary increases provided to other employee groups at CMU.
Electronic Pay Options
Central Michigan University strives to be environmentally friendly. As part of this effort all employees are paid electronically. Employees are asked to select between one of the following methods of payment:
- Direct Deposit: Pay is deposited into checking or savings account(s) anywhere in the United States, or
- CMU Money Card: Pay is deposited to a MasterCard debit card that can be used anywhere MasterCard is accepted.
Failure to select a payment method will result in the employee being defaulted to the CMU Money Card. For more information, clickhere.
Payroll Process
Medical Faculty, like all salaried employees at CMU, arepaid on a semi-monthly payroll cycle. Medical Facultyare paid on the fifteenth of the month for the first through the fifteenth and on the last day of the month for the remainder of the month. If these dates fall on a weekend or holiday, the pay date will be the weekday before. CMU reserves the right to modify pay cycles as it deems appropriate. Pay schedules for salaried staff and faculty for the current fiscal year are availablehere.
Pay Transparency
The CMED will not discharge or in any other manner discriminate against faculty or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, faculty who have access to the compensation information of other employees, faculty or applicants as a part of their essential job functions cannot disclose the pay of other employees, faculty or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
Benefits
The benefit package for Medical Faculty is reviewed annually. The primary responsibility for determining the benefit package forMedical Faculty is held by the President. To view a summary of benefits for Medical Faculty, refer to the Benefits-In-Brief link here.
CMU Choices – The Central Michigan University Flexible Benefits Plan
All Medical Faculty are eligible to participate in CMU Choices, CMU’s flexible benefit program. In CMU Choices, each employee will have the opportunity upon hire to select from available plans. Additional information on CMU Choices can be foundhere.
CMU reserves the right to modify the CMU Choices program at its discretion.
An annual open enrollment period will be held each spring (typically May) to allow employees to change their selections.
Employees may make changes in the level of coverage during the year only if an employee experiences a qualifying status change event, such as a family status change due to birth, death, marriage, adoption, etc. These changes must be made in Benefits and Wellness/HR within thirty calendar days of the event by completing a form and must be consistent with the qualifying status change.
The flexible benefit program is governed by Section 125 IRS regulation. Status changes must be made on a prospective basis except for those relating to birth, adoption or placement for adoption. For more information on making a status change, contact Benefits and Wellness at 774-3661 or visit their websitehere.
Newly hired Medical Facultyare eligible for medical, prescription drug coverage, dental, vision, life insurance, long-term and short-term disability, and flexible spending accounts, immediately upon date of hire. Dependent life insurance is also available on a post-tax basis. All benefits terminate on the last day of employment. For additional information on CMU Choices and the rules governing the program, click here.
Continuation of Insurance Coverage- COBRA
Employees, their covered dependents and/or Other Eligible Individuals (OEI) have the right to continue coverage in which they are enrolled under the medical, prescription drug, dental, and vision plans beyond the time the coverage would normally end, under certain circumstances. This right is referred to as COBRA Continuation Coverage. For more information, clickhere.
Continuing Medical Education
Eligible Medical Faculty are provided professional development funding up to $3,000 per year to participate in continuing medical education activities as approved by the applicable supervisor and consistent with University policies.Medical Facultyare expected to follow applicable CMED procedures for requesting attendance at and funds for professional developmenthere.
Participation in CME activities is also a requirement to maintain applicable licensure within the state of Michigan. For more information explaining the State of Michigan CE requirements for all health service providers click here.
Discounts and Services
CMU employees may be eligible for a variety of discounts and services. Please clickherefor additional information.
Moving Expenses
Reimbursement of moving expenses may be offered to employees in initial letters of appointment. Under IRS guidelines, some reimbursement of expensed may be taxable. See policy here.
Other Eligible Individual
CMU offers certain benefits to individuals enrolled as an “Other Eligible Individual” (OEI) to eligible employees. The OEI’s IRS dependent children are also eligible for coverage provided they meet the criteria that apply to a dependent child. All benefits provided to an OEI or their dependent children are taxable to the employee. For more information regarding the Other Eligible Individual benefit, click here.
Retirement Plans
Full-time salaried employees hired before January 1, 1996 were allowed to choose between the Michigan Public School’s Retirement System (MPSERS) and the 403(b) Basic Retirement Plan. All new hires, full-time and part-time, hired after January 1, 1996 are required to be enrolled in the 403(b) Basic Retirement Plan unless they were previously in MPSERS at one of the following state institutions: Central Michigan, Eastern Michigan, Ferris State, Lake Superior State, Michigan Technological, Western Michigan or Northern Michigan or unless they had previously made an irrevocable choice while working at CMU.
The MPSERS plan is governed by state statute, and the conditions and provisions for this plan are subject to change by the State. The MPSERS plan is a defined benefit plan that requires ten years of service in order to fully vest the right to qualify for retirement benefits (see link here).
The 403(b) Basic Retirement Plan is a defined contribution plan with immediate vesting. For employees in the 403(b) Basic Retirement program prior to January 1, 1996, CMU’s contribution is twelve percent. For employees enrolling in the 403(b) Basic Retirement plan after January 1, 1996, CMU contributes ten percent of annual salary for salaried employees. IRS Section 401(a)(17) limits the amount of an employee’s compensation that may be recognized for providing retirement contributions based on a percent of salary. Calendar year compensation limits are indexed each year. Accordingly, CMU contributions are capped once an employee reaches the compensation limit during the calendar year. The 403(b) Basic Retirement Plan requires no contribution by the employee. Currently, employees have the choice of two vendors, TIAA/CREF (see link here) and Fidelity Investments (see link here).Employees may choose to allocate all of the University contribution to one vendor or may make a percent split between vendors. Each vendor offers numerous investment options.
Under certain circumstances, new hires previously in MPSERS and current part-time employees with tier status changes to full-time may be eligible to make a one time, irrevocable choice between MPSERS and the 403(b) Basic Retirement Plan. If an election is not made within ninety calendar days of the effective date of employment or change in full-time/part-time status, the employee is considered to have retained her/his enrollment in MPSERS.