Chapter 380: Administrative, Service and Support Staff Grievances
380.010 Grievance Procedure for Administrative, Service and Support Staff
Bd. Min. 2-19-67, p. 32,163; Revised Bd. Min. 9-7-79; Revised Bd. Min 9-12-80; Revised Bd. Min. 2-2-94; Amended 9-26-97; Revised 10-1-98; Revised 2-5-15; Amended 2-9-17.
The Board of Curators has adopted the following resolution relating to grievance procedures for the administrative, service and support staff of the University of Missouri.
- The University recognizes the right of employees to express their grievances and to seek a solution concerning disagreements arising from working relationships, working conditions, employment practices or differences of interpretation of policy which might arise between the University and its employees. A regular employee may process a grievance regarding any of these matters upon completion of their probationary period. In addition, a probationary or non-regular employee may process a grievance concerning application or interpretation of University policies and procedures. The grievance procedure should not be used in connection with a matter relating to a complaint of discrimination, harassment, or sexual misconduct. Such complaints should be addressed in accordance with the applicable Equity Resolution Process:
- Section 600.030 Equity Resolution Process for Resolving Complaints of Discrimination, Harassment, and Sexual Misconduct against a Student or Student Organization;
- Section 600.040 Equity Resolution Process for Resolving Complaints of Discrimination, Harassment, and Sexual Misconduct against a Faculty Member;
- Section 600.050 Equity Resolution Process for Resolving Complaints of Discrimination, Harassment, and Sexual Misconduct against a Staff Member;
- Section 600.060 Equity Resolution Process for Resolving Complaints of Discrimination, Harassment, and Sexual Misconduct against the University.
- Procedures for Processing Grievances
- Should an employee or the employee’s representative feel after oral discussion with the immediate supervisor that employee’s rights under University policy have been violated, the employee may originate a grievance within ten (10) days of the date the alleged grievable act occurred, by presenting the facts in writing to the proper supervisor, department head, or designated representative of the University, with a copy to the Campus Grievance Representative. The decision of such official shall be made in writing to the employee within ten (10) days after receipt of response.
- Should the employee decide the decision is unsatisfactory, the employee or the employee’s representative shall writing five (5) days submit an appeal to the Campus Grievance Representative. The Campus Grievance Representative or designee shall respond in writing to the grievant within five (5) days from the date of the review. If the grievance is resolved, no further action will be necessary.
If the grievance is not satisfactorily resolved, the employee or the employee’s representative, may appeal within five (5) days after receipt of response to the University Grievance Representative (Vice President, Human Resource Services or a designated representative) for the purpose of reviewing the grievance. The decision of the University Grievance Representative or designee shall be made in writing to the employee and/or to employee’s representative within five (5) days after the date of the review.
- Should the employee decide that the reply of the University Grievance Representative or designee is unsatisfactory, the matter may be appealed within five (5) days of receipt of the response through the University Grievance Representative to a grievance committee which shall be established as follows:
- The employee or employee’s representative may designate one member.
- The University through its Grievance Representative, with the approval of the chancellor of the campus, shall appoint one member.
- The selection of the third member shall be made by these two (2) members. If mutually agreeable, the two (2) designated members may select the third member from a list recommended by either and approved by both. Otherwise selection will be made from a list of committee members supplied by the federal Mediation and Conciliation Service. The selection will be made by reducing the list in alternate turns. The toss of a coin shall determine the elimination sequence.
- A decision of the grievance committee may be reached upon the concurrence of any two of the three members.
- A hearing will be scheduled as soon as feasible after selection of the third committee member.
- The grievance committee shall keep a complete record of the hearing before it, including any exhibits or papers submitted to it in connection with the hearing and a complete record of any testimony taken. Upon the rendering of its decision, the complete record shall be filed in the Office of the President of the University and shall be available to the employee, employee’s representative and the University Grievance Representative.
- Any cost of the third party on the committee and cost of transcript (if requested) shall be paid equally by the employee and the University.
- In the event the decision of the grievance committee is unsatisfactory to either the employee or the University Grievance Representative, either may within five (5) days after receipt of the decision appeal to the Board of Curators by delivering such notice of appeal to the President of the University.
- Upon the receipt of the notice of appeal, the President of the University shall cause the record of the hearing before the grievance committee to be filed with the Board of Curators of the University, who shall review such record. The decision of the Board of Curators, upon such review, will be final.
- The prescribed time limits may be extended by mutual agreement whenever necessary in order for these provisions to be implemented.
- The interpretation of “days” within this section is to be normal workdays (Monday through Friday) exclusive of official University holidays.