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Employment Policies (HR-100)

HR-102 Equal Opportunity Program

Summary

Equal opportunity shall be provided for all employees and applicants for employment on the basis of their demonstrated ability and competence without discrimination on the basis of their race, color, religion, sex, sexual orientation, national origin, age, disability, and status as Vietnam era veteran. This policy shall not be interpreted in such a manner as to violate the legal rights of religious organizations or military organizations associated with the Armed Forces of the United States of America. The University will adhere to the Federal requirements of the Rehabilitation Act of 1973 with all of its amendments, and the Americans with Disabilities Act, Civil Rights Act of 1964, Executive Order 11246, Equal Pay Act of 1963, Age Discrimination in Employment Act of 1975, Executive Order 11141, Title IX of the Educational Amendments of 1972, Immigration Reform and Control Act, the Vietnam Era Veterans Act of 1974, and other applicable State and Federal laws.

Disability Employment

The University will make reasonable accommodations for all qualified applicants and employees with disabilities in accord with the Americans with Disabilities Act (ADA) and the Rehabilitation Act of 1973. Accommodation shall be consistent with the job qualifications and the operational needs of the University.

Administration

The President with each Chancellor of the University of Missouri has the responsibility for administering this program. The President and each Chancellor will make appointments to assist in the administration of the Affirmative Action Program on each campus.

Administrative officers which include Deans, Directors, Department Chairpersons, and other supervisory personnel, are responsible for the implementation of the program within their functional areas of responsibility.

Dissemination

The program will be distributed throughout the University and discussed at appropriate management and supervisory meetings covering such subjects as recruitment, employment, training, promotion, and transfer of employees. All University faculty and staff will be kept informed of the Equal Opportunity Program through appropriate University and campus publications and communications such as the Human Resources Policy Manual, the UM Collected Rules and Regulations, divisional and departmental meetings, staff orientation programs, bulletin boards, and posters.

Community organizations, news media, area colleges, secondary schools, and all recruiting sources will be furnished copies of the Equal Employment Opportunity Policy of the University and informed at least annually of the University's nondiscrimination policy. Copies of this program are available to employees, government agencies, contractors, or subcontractors with whom the University deals. All purchase orders and subcontracts will contain a statement regarding the University's commitment to equal employment.

Recruitment and Replacement

The University will recruit and employ qualified personnel and will provide equal opportunities during employment without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, and status as Vietnam era veteran . Recruitment sources will be made aware of the University's policy and commitment to equal employment opportunity. The University shall display official equal employment opportunity signs on appropriate facilities at appropriate places. All advertisements for personnel will identify the University as an equal opportunity employer and will carry no statement or indication of sex in the text or heading of an advertisement, unless sex is a bona fide occupational qualification (BFOQ). The University will develop and maintain records to demonstrate results toward equality of recruitment and placement activities.

Development and Training

Selection of employees to participate in various training and educational programs sponsored by the University, including apprenticeships, is to be without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, and status as Vietnam era veteran.

Personnel Actions

For teaching and research employees, all promotions, salary increases, renewal of contracts, and the granting of tenure are to be in accordance with University procedures without regard to race, color, religion, sex, sexual orientation , national origin, age, disability, and status as Vietnam era veteran. For Administrative, Service and Support employees, positions announced through the job posting procedure will be described so as to indicate duties and responsibilities and the qualifications required, along with a filing date for consideration. Applications will be accepted and evaluated from all interested employees. For purposes of promotions, demotions, layoffs, recalls from layoffs, transfers and filling temporary openings, the employee's qualifications, including ability to perform the work, are to be considered without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, and status as Vietnam era veteran.

Compensation and Benefits

All University compensation and benefit programs are to be administered without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, and status as Vietnam era veteran.

Community Relations

The University will develop appropriate relationships with government agencies, community groups, and other organizations which have equal employment opportunity objectives for the promotion of equal employment opportunity for the minority groups, women, persons with disabilities, and Vietnam era veterans.

Facilities and Activities

All University facilities and activities will be maintained on a nondiscriminatory basis consistent with applicable laws.

Complaints or Appeals

The designated Equal Employment Opportunity and Affirmative Action Officer may counsel and advise the complainant regarding the filing and processing of a complaint. Complaints involving teaching and research personnel may be appealed in accordance with the established grievance procedure for academic employees. Complaints filed by administrative, service and support staff may be appealed in accordance with the established steps of the University grievance procedure for staff employees HR-502 Grievance Procedure. Employees shall be free from any retaliation as a result of filing a complaint or an appeal, serving as a witness, or seeking information regarding this program.

Equal Employment Opportunity
and Affirmative Action Officers:
  Teaching and Research Administrative,Service, and
Support Staff
Columbia Noel English
Manager, MU Equity Office
S303 Memorial Union
Karen Touzeau
Assistant Vice Chancellor
Human Resource Services
1095 Virginia Avenue, Rm. 101
Garage 7
Hospital   Diana Hood
Director
Human Resources
DC059.20 Personnel 1W-42
Kansas City Michael Bates
Director, Affirmative Action
Diversity & Equity Office
212 Administrative Center
Michael Bates
Director, Affirmative Action
Diversity & Equity Office
212 Administrative Center
Rolla Shenethia Manuel
Associate Vice Chancellor
Human Resource Services,
Affirmative Action, Diversity & Inclusion
113 Centennial Hall
Shenethia Manuel
Associate Vice Chancellor
Human Resource Services,
Affirmative Action, Diversity & Inclusion
113 Centennial Hall
St. Louis Deborah Burris
Director, Office of Equal Opportunity
127 Woods Hall
Deborah Burris
Director, Office of Equal Opportunity
127 Woods Hall
UM System Steven Graham
Sr. Assoc. Vice President, Academic Affairs
309 University Hall
Columbia
Elizabeth Rodriguez
Vice President, Human Resources
104 University Hall
Columbia

Date Created: 9/26/97

Last Updated: 4/4/2012