Employee Involvement in Political Candidacy and Officeholding - IRFM
Removed From Faculty Manual
Faculty Manual Part VI Section IC
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C. Employee Involvement In Political Candidacy and Officeholding
Policies adopted by the Board of Governors in 1976 and conforming policies adopted by the Board of Trustees in 1994 establish processes for resolving, in advance, questions about possible conflicts between a University employee's satisfactory performance of employment responsibilities and his involvement in political candidacy and officeholding. All University employees except those subject to the State Personnel Act are covered by the policies. An employee who intends to become a candidate for election or appointment to or to hold any public office is responsible for knowing the terms of and complying with the requirements of these policies. A copy of the full text of the policies along with instructions and forms to be used to comply with the policies may be obtained from the University Attorney. The instructions include deadlines which must be followed. Any petitions required by these instructions should be submitted as early as possible, but no later than the following:
For affected academic Completed petition to be Completed Petition
periods beginning: received by Chancellor: to be received by board:
*January (e.g., for a October 15 of preceding year November 1 of preceding year
May primary contest)
*May/June (e.g., for fall March 15 April 1
elections affecting summer
employment)
*August/September (e.g., June 15 July 1
for fall general election)
*Other periods 90 days prior to 60 days prior to
beginning of period beginning of period
Failure to comply with the policies is a violation of the terms and conditions of University employment and may result in disciplinary action. The following is a summary of the basic provisions of the board policies. The full text of the policies should be consulted by an affected employee. Advice concerning the interpretation and application of the policies may be obtained from the University Attorney.
1. Candidacy for election to public office
Becoming a candidate for election to a full-time or major part-time office is presumed to create a conflict of time that interferes with the employee's satisfactory performance of University employment obligations. The conflict may be avoided by (1) resigning from University employment, (2) seeking an appropriate unpaid leave of absence from University employment, or (3) rebutting the presumption of conflict by demonstrating that there in fact will be no conflict between campaign activity and University employment. An employee who intends to become a candidate must follow prescribed procedures for resolving questions about conflicts in advance of becoming a candidate.
2. Holding public office
Upon assuming an elective or appointive full-time office, a University employee will be deemed to have resigned his University employment, unless prior to assuming office he requests and is granted a full leave of absence, without pay. Such a leave of absence may not exceed two years. Upon assuming an elective or appointive major part-time office, a University employee will be presumed to have a conflict of time that necessitates his resignation from University employment; the resignation requirement may be avoided if (1) he requests and is granted an appropriate leave of absence or (2) he rebuts the presumption of conflict by demonstrating that there in fact will be no conflict between officeholding and University employment. An employee who intends to occupy such an office must follow prescribed procedures for resolving questions about conflicts in advance of assuming the office.
Deleted and incorporated into University Policy Manual with link to the Board of Governors policy (see item 300.5 http://www.northcarolina.edu/policy/index.php) as per Faculty Senate Resolution 11-08.
Approved by the Faculty Senate: February 22, 2011
Approved by the Chancellor: March 28, 2011
