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The University of Minnesota (University) encourages its employees to engage in public service, including holding public office.

Consultation. It is strongly recommended that any University employee contemplating candidacy for elective political office or appointment to public office consult in advance with the responsible administrator/supervisor. Consultation is required where duties of a campaign or the holding of the office would seriously interfere or conflict with the fulfillment of University responsibilities, including hours of work. Consultation should focus on 1) the degree to which the individual would be absent from work and/or unable to carry out responsibilities, 2) whether or not temporary suspension of some portion or all of the employee’s responsibilities can be accommodated without serious impairment of the function of the department or unit involved, and 3) how the absence might be accommodated.

Accommodations. When public service places demands on an employee such that the generous discharge of responsibilities to the University would be impaired, the responsible administrator and employee hold joint responsibility to make arrangements, where appropriate, to accommodate the public service activity and time away from work. A leave of absence, part-time or full-time, without pay is one type of arrangement that can be made to accommodate public service activity. Leaves must be requested, reviewed, and approved in accordance with the policies, rules, or contracts governing the requesting employee. Other appropriate arrangements may be permitted, such as a special contract for regular (tenured or tenure-track) faculty or a reduction in percent time with a commensurate adjustment in salary for the year or a portion of the year. 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, a resignation may be the most appropriate action.

Resignation. Resignation, rather than a leave of absence, is appropriate in the following circumstances:

• An employee is expected to resign when he or she is elected or appointed to a public office requiring continuous full-time service for a specified period of more than two years. Resignation is expected following the election or appointment.
• An employee is expected to resign when he or she is reelected or reappointed to public office, causing continuous absence beyond two years. Resignation is expected following the reelection or reappointment.
• An employee is expected to resign when an appointment for an indeterminate period of time requires a full leave of absence beyond two years.
• An employee is expected to resign when an appointment or election requires a partial leave of absence beyond reasonable limits.

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

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

There are no Provisions and Terms associated with this policy.

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

There are no Procedures associated with this policy.

There are no Forms/Instructions associated with this policy.

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	Office of Human Resources Specialist and Consultant List	Office of Human Resources Specialist and Consultant List
Document Processing of a leave or resignation	HRMS Key Contact Office of Human Resources Call Center	HRMS Key Contact List 612-625-2016	HRMS Key Contact List

There are no Definitions associated with this policy.

Employee

• Provide the responsible administrator/supervisor with as much notice time as possible.
• Follow through with procedures appropriate to a leave of absence or resignation.

President or Delegate

• Decide outcome of any exception request to the Board of Regents Policy: Employees Campaigning for or Holding Public Office and/or this administrative policy.

Responsible Administrator/Supervisor

• Consult with the employee on appropriate arrangements to accommodate campaigning for or holding public office

• Appendix A: Summary of Policies Relevant to use of University Resources in Campaign Activities or Literature

There are no Frequently Asked Questions associated with this policy.

• Board of Regents Policy: Employees Campaigning For or Holding Public Office
• Administrative Policy: Family and Personal Leaves without Pay

Amended:

May 2008 - Policy converted to the new University-wide format for administrative policies.

Adopted:

May 2005

Effective:

May 2005

To obtain a copy of a historical policy, e-mail the U Policy Librarian at policy@umn.edu or call 612-624-4372.