Miscellaneous Issues
Participation in Political Activities
George Mason University recognizes and encourages the exercise of the right of employees to engage in political activities on their own time. Should a faculty member or staff member campaign for, be appointed to, or be elected to local, state, federal or other office, it is necessary that the individual give assurances, through his/her department head and vice president/provost, to the President and the Board of Visitors that the individual's duties at the University are being carried out fully and with no reduction of effectiveness caused by absences that might be required of a public official.
University resources may not be used in the conduct of political activities nor may they be used to otherwise enhance participation in such activities except for use of meeting space for University-approved activities.
Participation in community or political activities may require changes in workload or absences from work ranging from short periods to weeks, months or indefinite periods. It is the employee's responsibility to coordinate all absences or changes in workload with his/her supervisor, regardless of duration. Short-term absences may be coordinated with the department head only. Extended absences or changes in workload require approval of the supervisor and vice president/provost as appropriate, and the notification of the President. Requests must be submitted in writing to the supervisor, preferably 60 days prior to the absence.
Classified employees who participate in political activities may use paid or unpaid leave to account for absence from work. Use of paid leave is restricted to overtime leave, compensatory leave, family and personal leave or annual leave. Classified employees may also use leave to serve on councils, commissions, boards and committees that are non-work related (partial or full leave without pay may be used).
Those who run for and are elected to political or other office or who are appointed to office, may be
required to take extended paid and/or unpaid leaves of absence or consider separation if the needs of the
University and the individual cannot be balanced. Determination as to the length and type of leave and
employment status will be based upon the circumstances in each case. Benefit entitlements may be affected by
a partial or full leave without pay. The Human Resources and Payroll Department should be consulted to determine the
impact upon benefits.