EEO policies and laws
Policies, laws, legal obligations and resources
Our distinct land grant mission is to improve lives, communities and economies by producing relevant, reliable and responsive educational strategies that enhance access to the resources and research of the University of Missouri.
The Rules and Regulations for the University of Missouri System.
Equal opportunity shall be provided for all University of Missouri System 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.
Provides a cooperative procedure involving the President and Secretary to assure that the Cooperative Extension
Service provides equal opportunity in employment to each individual without regard to race, color, national origin, sex or religion.
Protects individuals who are 40 years of age or older against employment discrimination based on age.
Enforces the constitutional right to vote, to confer jurisdiction upon the US district courts to provide injunctive relief against discrimination in public accommodations. It authorizes the Attorney General to institute suits to protect constitutional rights in public facilities and public education, to extend the Commission on Civil Rights, to prevent discrimination in federally assisted programs, to establish a Commission on Equal Employment Opportunity, and for other purposes.
Prohibits discrimination based on race, color, religion, sex or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any programs, services or activities receiving Federal financial assistance. A person or a class of individuals may file a written complaint. A representative may also file a complaint on behalf of someone. The Department of Justice is charged with coordinating the enforcement efforts of nondiscrimination in federally assisted programs. The responsibility for enforcing Title VI rests with the federal agency that extended financial assistance. For Extension Programs, contact USDA Cooperative State Research, Education and Extension Service (CSREES), Office of Civil Rights, Washington, DC 20250; phone: 202-720-2700.
Prohibits discrimination based on race, color, religion, sex or national origin in the hiring, firing, promotion, wages, classification, employment referrals or assignment, extending or assigning the use of facilities, training, apprenticeships, fringe benefits, life insurance, pension and retirement programs, and any other conditions or privileges of employment. A person may file a complaint for her/himself, for a class of individuals or by a third party on behalf of other persons. A 1978 amendment to Title VII of the 1964 Civil Rights Act, known as the Pregnancy Discrimination Act, also makes it unlawful for an employer to discriminate on the basis of sex for pregnancy, childbirth or child birth related matters.
Provides workers with more protection against bias and harassment; allows employees who successfully sue their employers, greater monetary damages and cost reimbursements. Additionally, the act reversed certain Supreme Court rulings concerning Affirmative Action. Explicitly prohibits quotas, except under certain consent decree provisions. Provides for compensatory damages to be awarded for pecuniary losses, emotional pain, suffering, inconvenience, mental anguish and loss of enjoyment of life. Allows for jury trial if the complaining party seeks compensation. Shifts the burden of proof to the employer in Disparate Impact cases.
Prohibits discrimination based on sex, including admissions, financial aid, rules governing behavior, access to courses and training programs, extracurricular activities, other educational programs, and employment discrimination including wages, recruitment, hiring, job classification and most fringe benefits. The regulations provide that recipients of Federal funds for education must treat pregnancy, childbirth and termination of their own behalf or on behalf of others may file a complaint. The agency responsible for enforcing this law is the Office of Civil Rights, Department of Education, Washington, DC 20201.
Protects men and women who perform substantially equal work, requiring equal skill, effort and responsibility and under similar working conditions in the same establishment from sex-based wage discrimination.
In accord with providing a positive discrimination-free environment, the University intends that sexual harassment in the work place or the educational environment is unacceptable conduct. Sexual harassment is subject to discipline, up to and including separation from the institution. This policy aims for an increased awareness regarding sexual harassment by making available information, education and guidance on the subject for the University community.
This University of Missouri policy aims for an increased awareness regarding sexual harassment by making available information, education and guidance on the subject for the University community.
Allows employees who have worked for the same employer for one year to take up to 12 weeks of unpaid leave, under certain circumstances, such as the birth/adoption of a child or to care for a spouse or parent with a serious illness; exempts employers with fewer than 50 employees.
Prohibits discrimination based on physical or mental disability in employment, upgrading, demotion or transfer, recruitment, advertising, layoff or termination, rates of pay or other forms of compensation and selection for training, including apprenticeship. Complaining parties may send a letter to the Office of Federal Contract Compliance Programs, Employment Standards Administration, Department of Labor, Washington, DC 20210.
Prohibits discrimination against any veteran because she or he is a veteran with a disability or veteran of the Vietnam era in employment, upgrading, demotion or transfer, recruitment, advertising, layoff or termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship. Persons wishing to file a complaint may send a letter to the Veteran's Employment Service of the Department of Labor through the local State Employment Office. The agency responsible for enforcing this law is the Office of Federal Contract Compliance Programs, Veteran's Employment Service, Department of Labor, Washington, DC 20210.
Prohibits employers from discriminating against any qualified employee or applicant for employment because of a physical or mental disability. In addition, it requires employers to make reasonable accommodations for qualified individuals with disabilities, unless doing so would impose undue hardship.
Prohibits discrimination on the basis of disability by public entities.
Prohibits discrimination based on race, color, religion, sex or national origin in employment, upgrading, demotion, or transfer, recruitment or recruitment advertising, layoff or termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship. This order requires Federal contractors or subcontractors with 50 or more employees and a contract of $50,000 or more, to develop affirmative action plans with goals and timetables designed to increase the number of women and racial minorities in their workforce. Complaining parties may write to the director of the agency responsible. The agency responsible for enforcing this order is the Office of Federal Contract Compliance Programs, Department of Labor, Washington, DC 20210.
Prohibits discrimination in public accommodations.
MU ADA
MU Equity Office
Memorandum of Understanding on Extension Work (PDF) — between the Curators of the University of Missouri and Curators of Lincoln University
LU-MU Operating Principles
Contact:
Julie Middleton, middletonj@missouri.edu
AA/EEO Director