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ADMINISTRATIVE POLICY
Home : Human Resources : Workplace Rules and Guidelines

Public Service: Campaigning for or Holding Public Office

Policy Contents
Effective Date: May 2005
Last Update: November 2009
Responsible University Officer:
  • Vice President for Human Resources
Policy Owner:
  • Director, Employee Relations and Compensation
Policy Contact:

Printed on: . Please go to http://policy.umn.edu for the most current version of the Policy or related document.

POLICY STATEMENT

Employees may engage in public service, including campaigning for or holding public office. At the earliest opportunity, the responsible administrator/supervisor should discuss potential conflicts or work arrangements with the employee who is contemplating running for or is being appointed to a public office. When the demands of public service impact an employee’s University work responsibilities, the responsible administrator and employee hold joint accountability to make arrangements to accommodate the public service activity and time away from work. A leave of absence or start of other arrangements should coincide with the onset of activities that prevent the employee from meeting University responsibilities. If the situation warrants, for example, when a full-time leave of absence beyond two years is required, a resignation may be the most appropriate action.   

Exceptions. The president or delegate may make exceptions to this policy upon written request by an employee and/or responsible administrator.

Restrictions. University employees must not imply University endorsement or use University resources in campaign activities or literature. Employees campaigning or fundraising for or holding public office will follow University policies regarding use of University equipment, services, facilities, property, and paid work time.

REASON FOR POLICY

This policy implements Board of Regents Policy: Employees Campaigning for or Holding Public Office.

PROCEDURES

FORMS/INSTRUCTIONS

There are no Forms/Instructions for this policy.

APPENDICES

FREQUENTLY ASKED QUESTIONS

There is no FAQ for this policy.

ADDITIONAL CONTACTS

Subject
Contact
Phone
Fax/Email
General Information or Procedural Assistance
  • Primary: Responsible administrator/supervisor
  • Secondary: Local campus, college, or administrative unit HR administrator
  • Other (as needed): Office of Human Resources specialist or consultant
Document Processing of a leave or resignation
  • HRMS Key Contact
  • Office of Human Resources Call Center

DEFINITIONS

There are no definitions for this policy.

RESPONSIBILITIES

Employee
  • Provides the responsible administrator/supervisor with as much notice time as possible and consults on potential conflicts and possible work arrangements.
  • Follows through with procedures appropriate to a leave of absence or resignation.

Responsible Administrator/Supervisor
  • Consults with the employee, at the earliest opportunity, on potential conflicts and appropriate arrangements to accommodate campaigning for or holding public office.
President or Delegate
  • Decides outcome of any exception request to Board of Regents Policy: Employees Campaigning for or Holding Public Office.

RELATED INFORMATION

HISTORY


Amended:
November 2009 - General edits made with clarification of policy and procedural language and indicated more strongly role of responsible administrator/supervisor.
Amended:
May 2008 - Policy converted to the new University-wide format for administrative policies.
Adopted:
May 2005
Effective:
May 2005

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The University of Minnesota is an equal opportunity educator and employer.
Last modified on February 6, 2014