If a member of staff of the University (academic or non-academic) is adopted as a parliamentary candidate and an election is arranged, (s)he may request a limited amount of leave to conduct his/her campaign. If this happens it is proposed that the following action is necessary within the University before the leave of absence with pay can be granted.
1. When adopted as a parliamentary candidate a member of staff should notify the University and will be informed that (s)he can apply in advance for leave of absence with pay to conduct his/her campaign. The maximum leave of absence anticipated would be in the order of one month.
2. The application must be subject to the normal procedures required for approval of leave of absence with pay. Namely, with the knowledge of the Head of School/Department, the member of staff concerned must make an application to a meeting of members of staff of the relevant Subject Group/Department, which must be augmented by those members of staff who would have to undertake additional work due to his/her absence, if they are not already members of the staff meeting. At this meeting, assurance must be given that the work load, whether teaching or other responsibilities, can be suitably re-arranged so that the work of the School can be fully coped with and suffers in no way whatsoever.
This would normally require the applicant taking on a larger work load prior to his/her absence.
3. (a) Schools of Study:
The resolution put to the staff meeting must have the support of over 75% of the academic staff and all those staff who will take on the work due to the agreed leave of absence.
(b) Administrative Departments:
The resolution put to the staff meeting must have the support of 75% of the senior administrative staff of the department and all those staff who will take on extra work due to the agreed leave of absence.
4. The Minutes of the Staff Meeting covering all these points together with observations from the Executive Dean/Head of Department must be submitted in writing to the Vice-Chancellor who, after discussion with the relevant Executive Dean/Head of Department, or the Personnel & Employment Committee as appropriate, will decide if the University can support the recommendation of the staff meeting.
5. Any action taken will be reported by the Vice-Chancellor to the next meeting of Council.
6. The procedures contained in 1, 2 and 3 above imply that the School/Department will be allowed no additional staff allocation due to this leave of absence. This is assumed to be clearly understood by all members of the department concerned.
7. If the person is elected to Parliament, the University is prepared to reserve a vacancy, but not a particular position, for the life of that parliament provided that it does not exceed a maximum of five years. Arrangements can be made by the University to maintain superannuation arrangements at the member's expense so long as his/her contract with the University is not terminated.
8. If the member of staff is elected for a second period then the University can no longer reserve a vacancy for him/her and (s)he will be expected to resign from his/her position at the University.