The University of Missouri-St. Louis Honor Statement
The University of Missouri-St. Louis encourages students to pursue
excellence within a respectful and collegial environment and to assume
responsibility for the consequences of personal actions. For that reason
the University requires students to reject any type of dishonest behavior.
Honest precludes seeking, providing, or receiving any form of authorized
assistance on tests or any other type of assignment. It requires giving
credit through appropriate citation to the author of materials used in
written or oral assignments.
The full Student Standard of Conduct is found at http://system.missouri.edu:80/uminfo/rules/programs200010.htm.
By registering for a class at UM-St. Louis, students agree to follow
this standard of integrity.
Code of Student Conduct
200.010 Standard of Conduct Amended March
20, 1981 ; August 3, 1990 ; May
A student enrolling in the university
assumes an obligation to behave in a manner compatible with the university's
function as an educational institution.
A. JURISDICTION OF THE UNIVERSITY OF MISSOURI generally
shall be limited to conduct which occurs on the University of Missouri
premises or at university-sponsored or university-supervised
functions. However, nothing restrains the administration of the University
of Missouri from taking appropriate action, including, but not limited
to, the imposition of sanctions under Section 200.020(C), against students
for conduct on or off university premises in order to protect the physical
safety of students, faculty, staff and visitors.
B. CONDUCT for which students are subject to sanctions
falls into the following categories:
- Academic dishonesty, such as cheating,
plagiarism or sabotage. The Board of Curators recognizes that academic
honesty is essential for the intellectual life of the university. Faculty
members have a special obligation to expect high standards of academic
honesty in all student work. Students have a special obligation to
adhere to such standards. In all cases of academic dishonesty, the
instructor shall make an academic judgment about the student’s
grade on that work and in that course. The instructor shall report
the alleged academic dishonesty to the Primary Administrative Officer.
- The term cheating includes but
is not limited to (I) use of any unauthorized assistance in taking quizzes,
tests, or examinations; (ii) dependence upon the aid of sources beyond
those authorized by the instructor in writing papers, preparing reports,
solving problems, or carrying out other assignments; (iii) acquisition
or possession without permission of tests, or other academic material
belonging to a member of the university faculty or staff; or (iv) knowingly
providing any unauthorized assistance to another student on quizzes,
tests, or examinations.
- The term plagiarism includes,
but is not limited to: (I) use by paraphrase or direct quotation of the
published or unpublished work of another person without fully and properly
crediting the author with footnotes, citations or bibliographical reference;
(ii) unacknowledged use of materials prepared by another person or agency
engaged in the selling of term papers or other academic materials; or
(iii) unacknowledged use of original work/material that has been produced
through collaboration with others without release in writing from collaborators.
- The term sabotage includes, but
is not limited to, the unauthorized interference with, modification of,
or destruction of the work or intellectual property of another member
of the university community.
- Forgery, alteration, or misuse of
university documents, records or identification, or knowingly furnishing
false information to the university.
- Obstruction or disruption of teaching,
research, administration, conduct proceedings, or other university
activities, including its public service functions on or off campus.
- Physical abuse or other conduct
which threatens or endangers the health or safety of any person.
- Attempted or actual theft of, damage to, or possession
without permission of property of the university or of a member of the
university community or of a campus visitor.
- Unauthorized possession, duplication or use of
keys to any university facilities or unauthorized entry to or use of
- Violation of university policies, rules or regulations
or of campus regulations including, but not limited to, those governing
residence in university-provided housing, or the use of university
facilities, or the time, place and manner of public expression.
- Manufacture, use, possession, sale or distribution
of alcoholic beverages or any controlled substance without proper prescription
or required license or as expressly permitted by law or university regulations.
- Disruptive or disorderly conduct or lewd, indecent,
or obscene conduct or expression.
- Failure to comply with directions of university
officials acting in the performance of their duties.
- Illegal or unauthorized possession of firearms,
explosives, other weapons, or dangerous chemicals.
- Actual or attempted theft or other
abuse of computer time, including but not limited to:
- Unauthorized entry into a file to use, read, or
change the contents, or for any other purpose.
- Unauthorized transfer of a file.
- Unauthorized use of another
identification and password.
- Use of computing facilities to interfere with the
work of another student, faculty member or university official.
- Use of computing facilities to interfere with
normal operation of the university computing system.
- Knowingly causing a computer virus to become installed
in a computer system or file.
Student Disciplinary Matters
Rules of Procedures in Student Disciplinary
Matters Adopted November
8, 1968 , Amended March 20, 1981 ; December
8, 1989 ; and May 18, 1994
200.020 RULES OF PROCEDURES IN STUDENT CONDUCT MATTERS
A. PREAMBLE. The following rules of procedure in student
conduct matters are hereby adopted in order to insure insofar as possible
and practicable (a) that the requirements of procedural due process in
student conduct proceedings will be fulfilled by the university, (b)
that the immediate effectiveness of Article V of the Bylaws of the Board
of Curators relating to student conduct and sanctions may be secured
for all students in the University of Missouri, and 8 that procedures
shall be definite and determinable within the University of Missouri.
B. DEFINITIONS. As used in these rules, the following
definitions shall apply:
- Primary Administrative Officers. As used in these
procedures, A Primary Administrative Officer@ is charged with the responsibility
for the administration of these student conduct procedures and refers
to the person or persons on each campus designated.
- Student Panel. A panel of students appointed by
the Chancellor, from which shall be selected by the Chair, upon the request
of a student charged before the Student Conduct Committee, not more than
three (3) students to serve with the Student Conduct Committee.
- Student. A person having once
been admitted to the university who has not completed a course of
study and who intends to or does continue a course of study in or
through one of the campuses of the university. For the purpose of
these rules, student status continues whether or not the university’s
academic programs are in session.
- Student Conduct Committee. As used in these procedures,
A Student Conduct Committee, hereinafter referred to as the Committee,
is that body on each campus which is authorized to conduct hearings and
to make dispositions under these procedures or a Hearing Panel of such
body as herein defined.
- The following sanctions may be imposed upon any
student found to have violated the Student Conduct Code; more than one
(1) of the sanctions may be imposed for any single violation:
- Warning. A notice in writing to the student that
the student is violating or has violated institutional regulations.
- Probation. A written reprimand for
violation of specified regulations. Probation is for a designated period
of time and includes the probability of more severe sanctions if the
student is found to be violating any institutional regulation(s) during
the probationary period.
- Loss of Privileges. Denial of specified privileges
for a designated period of time.
- Restitution. Compensation for loss, damage or injury
to the university or university property. This may take the form of appropriate
service and/or monetary or material replacement.
- Discretionary Sanctions. Work assignments, service
to the university or other related discretionary assignments.
- Residence Hall Suspension. Separation of the student
from the residence halls for a definite period of time, after which the
student is eligible to return. Conditions for readmission may be specified.
- Residence Hall Expulsion. Permanent separation
of the student from the residence halls.
- University Dismissal. An involuntary separation
of the student from the institution for misconduct apart from academic
requirements. It does not imply or state a minimum separation time.
- University Suspension. Separation of the student
from the university for a definite period of time, after which the student
is eligible to return. Conditions for readmission may be specified.
- University Expulsion. Permanent separation of the
student from the university.
- Temporary Suspension. The Chancellor
or designee may at any time temporarily suspend or deny readmission
to a student from the university pending formal procedures when the
Chancellor or designee finds and believes from available information
that the presence of a student on campus would seriously disrupt the
university or constitute a danger to the health, safety or welfare
of members of the university community. The appropriate procedure to
determine the future status of the student will be initiated within
seven (7) calendar days.
D. RECORDS RETENTION. Student conduct
records shall be maintained for five (5) years after university action
E. POLICY AND PROCEDURES.
- Primary Administrative Officers. The Chief Student
Affairs Administrator on each campus or designee is the primary officer
except in cases of academic dishonesty, where the Chief Academic Administrator
responsible for administering the Student Conduct Code or designee is
the primary administrative officer.
- Preliminary Procedures. The Primary Administrative
Officer shall investigate any reported student misconduct before initiating
formal conduct procedures and give the student the opportunity to present
a personal version of the incident or occurrence. The Primary Administrative
Officer may discuss with any student such alleged misconduct and the
student shall attend such consultation as requested by the Primary Administrative
Officer. The Primary Administrative Officer, in making an investigation
and disposition, may utilize student courts and boards and/or divisional
deans to make recommendations.
- Informal Dispositions. The Primary Administrative
Officer shall have the authority to impose appropriate sanctions and
shall fix a reasonable time within which the student shall accept or
reject a proposed informal disposition. A failure of the student either
to accept or reject within the time fixed shall be deemed to be an acceptance
and, in such event, the proposed disposition shall become final upon
expiration of such time. If the student rejects informal disposition
it must be in writing and shall be forwarded to the Committee. The Primary
Administrative Officer may refer cases to the Committee without first
offering informal disposition.
- Formal Procedure and Disposition.
- Student Conduct Committee:
- The Committee shall be appointed by the Chancellor
and shall have the authority to impose appropriate sanctions upon any
student or students appearing before it.
- The Committee, when appropriate or convenient,
may be divided by the Chair of the Committee into Hearing Panels, each
panel to be composed of at least five (5) Committee members, which may
include a maximum of two (2) students, present at the hearing, including
a designated chair. A Hearing Panel has the authority of the whole Committee
in those cases assigned to it. The Chair of the Committee or of a Hearing
Panel shall count as one (1) member of the Committee or Hearing Panel
and have the same rights as other members.
- Each Chancellor shall appoint a panel of students,
to be known as the Student Panel. Upon written request of a student charged
before the Committee, made at least seventy-two (72) hours prior
to the hearing, the Chair of the Committee or Hearing Panel shall appoint
from the Student Panel not more than three (3) students to sit with the
Committee or two (2) students to sit with the Hearing Panel (as stated
in 4.a.(2)) for that particular case. When students from the Student
Panel serve at the request of a student charged, they shall have the
same rights as other members of the Committee or Hearing Panel.
- General Statement
of Procedures. A student charged with a breach of the Student
Conduct Code is entitled to a written notice and a formal hearing
unless the matter is disposed of under the rules for informal
disposition. Student conduct proceedings are not to be construed
as judicial trials and need not wait for legal action before proceeding;
but care shall be taken to comply as fully as possible with the spirit
and intent of the procedural safeguards set forth herein. The Office
of the General Counsel shall be legal adviser to the Committee and the
Primary Administrative Officer.
The Primary Administrative Officer shall initiate student conduct proceedings
by arranging with the Chair to call a meeting of the Committee and
by giving written notice by certified mail or personal delivery to
the student charged with misconduct. The notice shall set forth the
date, time and place of the alleged violation and the date, time and
place of the hearing before the Committee. Notice by certified mail
may be addressed to the last address currently on record with the university.
Failure by the student to have a current correct local address on record
with the university shall not be construed to invalidate such notice.
The notice shall be given at least seven (7) consecutive days prior
to the hearing, unless a shorter time be fixed by the Chair for good
cause. Any request for continuance shall be made in writing to the
Chair, who shall have the authority to continue the hearing if the
request is timely and made for good cause. The Chair shall notify the
Primary Administrative Officer and the student of the new date for
the hearing. If the student fails to appear at the scheduled time,
the Committee may hear and determine the matter.
- Right to Petition for Review (other than university
expulsion, university dismissal or university suspension).
- In all cases where the sanction imposed by the
Committee is other than university expulsion, university dismissal, or
university suspension, the Primary Administrative Officer or the Student
may petition the Chancellor or designee in writing for a review of the
decision within five (5) calendar days after written notification. A
copy of the Petition for Review must also be served upon the nonappealing
party within such time. The Petition for Review shall state the grounds
or reasons for review, and the nonappealing party may answer the petition
within five (5) calendar days.
- The Chancellor or designee may grant
or refuse the right of review. In all cases where the Petition for
Review is refused, the action of the Committee shall be final. If the
Chancellor or designee reviews the decision, the action of the Chancellor
shall be final unless it is to remand the matter for further proceedings
of Appeal (university expulsion, university dismissal or university
- When a student is expelled, dismissed or suspended
from the university by the Committee, the Primary Administrative Officer
or the student may appeal such decision to the Chancellor or designee
by filing written notice of appeal with the Chancellor within ten (10)
calendar days after notification of the decision of the Committee. A
copy of the Notice of Appeal will contemporaneously be given by the student
to the Primary Administrative Officer or by the Primary Administrative
Officer to the student. The appealing party may file a written memorandum
for consideration by the Chancellor with the Notice of Appeal, and the
Chancellor may request a reply to such memorandum by the appropriate
- The Chancellor or designee shall
review the record of the case and the appeal documents and may affirm,
reverse or remand the case for further proceedings and shall notify
each party in writing of the decision on the appeal. The action of
the Chancellor shall be final unless it is to remand the matter for
- Status During Appeal. In cases of suspension, dismissal
or expulsion where a Notice of Appeal is filed within the required time,
a student may petition the Chancellor in writing for permission to attend
classes pending final determination of appeal. The Chancellor may permit
a student to continue in school under such conditions as may be designated
pending completion of appellate procedures, provided such continuance
will not seriously disrupt the university or constitute a danger to the
health, safety or welfare of members of the university community. In
such event, however, any final sanctions imposed shall be effective from
the date of the action of the Committee.
- Student Honor System. Forums under
the student honor systems established for investigating facts, holding
hearings, and recommending and imposing sanctions are authorized when
the student honor code or other regulations containing well defined
jurisdictional statements and satisfying the requirements of Article
V of the Bylaws of the Board of Curators have been reduced to writing
and have been approved by the Chancellor and the Board of Curators
and notice thereof in writing has been furnished to students subject
thereto. Procedures shall satisfy the requirements of the Board of
Curators> Bylaws, Article V, and
shall contain procedures herein before stated insofar as appropriate
and adaptable to the particular situation and shall be approved by the
Chancellor and the General Counsel. Students subject to student honor
systems shall have the rights of appeal as set forth in Section 200.020
E.6 and 7.)
F. HEARING PROCEDURES.
1. Conduct of Hearing. The Chair shall preside at
the hearing, call the hearing to order, call the roll of the Committee
in attendance, ascertain the presence or absence of the student charged
with misconduct, read the notice of hearing and charges and verify the
receipt of notices of charges by the student, report any continuances
requested or granted, establish the presence of any adviser or counselor
of the student, and call to the attention of the student charged and
the adviser any special or extraordinary procedures to be employed during
the hearing and permit the student to make suggestions regarding or objections
to any procedures for the Conduct Committee to consider.
a. Opening Statements
1) The Primary Administrative Officer shall make opening
remarks outlining the general nature of the case and testify to any facts
the investigation has revealed.
2) The student may make a statement to the Committee
about the charge at this time or at the conclusion of the university's
b. University Evidence.
1) University witnesses are to be called and identified
or written reports of evidence introduced as appropriate.
2) The Committee may question witnesses at any time.
3) The student or, with permission of the committee,
the adviser or counselor may question witnesses or examine evidence at
the conclusion of the university's presentation.
c. Student Evidence.
1) The student shall have the opportunity to make
a statement to the Committee about the charge.
2) The student may present evidence through witnesses
or in the form of written memoranda.
3) The Committee may question the student or witnesses
at any time. The Primary Administrative Officer may question the student
d. Rebuttal Evidence. The Committee
may permit the university or the student to offer a rebuttal of the
e. Rights of Student Conduct Committee. The Committee
shall have the right to:
1) Hear together cases involving more than one (1)
student which arise out of the same transaction or occurrence, but in
that event shall make separate findings and determinations for each student;
2) Permit a stipulation of facts by the Primary Administrative
Officer and the student involved;
3) Permit the incorporation in the record by a reference
of any documentation, produced and desired in the record by the university
or the student charged;
4) Question witnesses or challenge other evidence
introduced by either the university or the student at any time;
5) Hear from the Primary Administrative Officer about
dispositions made in similar cases and any dispositions offered to the
student appearing before the Committee;
6) Call additional witnesses or require additional
7) Dismiss any action at any time or permit informal
disposition as otherwise provided;
8) Permit or require at any time amendment of the
Notice of Hearing to include new or additional matters which may come
to the attention of the Committee before final determination of the case;
provided, however, that in such event the Committee shall grant to the
student or Primary Administrative Officer such time as the Committee
may determine reasonable under the circumstances to answer or explain
such additional matters;
9) Dismiss any person from the hearing who interferes
with or obstructs the hearing or fails to abide by the rulings of the
Chair of the Committee;
10) Suspend summarily students from the university
who, during the hearing, obstruct or interfere with the course of the
hearing or fail to abide by the ruling of the Chair of the Committee
on any procedural question or request of the Chair for order.
2. Rights of Students Upon Hearing. A student appearing
before a Committee shall have the right to:
a. Be present at the hearing;
an adviser or counselor and to consult with such adviser
or counselor during the hearing;
students from the Student Panel sit with the Committee
or Hearing Panel;
or examine evidence presented to the Committee;
witnesses present and testifying;
evidence by witnesses or affidavit;
any statement to the Committee in mitigation or explanation of
the conduct in question;
informed in writing of the findings of the Committee and any sanctions
it imposes; and
review or appeal to the Chancellor as herein provided.
3. Determination by the Student Conduct Committee.
The Committee shall then make its findings and determinations in executive
session out of the presence of the Primary Administrative Officer and
the student charged. Separate findings are to be made:
a. As to the conduct of the student, and
b. On the sanctions, if any, to be imposed. No sanctions
shall be imposed on the student unless a majority of the Committee present
is reasonably convinced by the evidence that the student has committed
the violation charged.
Report of Findings and Determinations. The Committee shall promptly
consider the case on the merits and make its findings and determination
and transmit them to the Primary Administrative Officer and the student
5. Other Procedural Questions. Procedural
questions which arise during the hearing not covered by these general
rules shall be determined by the Chair, whose ruling shall be final
unless the Chair shall present the question to the Committee at the
request of a member of the Committee, in which event the ruling of
the committee by majority vote shall be final.
6. General Rules of Decorum. The following general
rules of decorum shall be adhered to:
- All requests to address
the Committee shall be addressed to the Chair.
- The Chair will rule on all requests and points
of order and may consult with Committee's legal adviser prior to any
ruling. The Chair's ruling shall be final and all participants shall
abide thereby, unless the Chair shall present the question to the Committee
at the request of a member of the Committee, in which event the ruling
of the Committee by majority vote shall be final.
- Rules of common courtesy and decency shall be
observed at all times.
- An adviser or counselor may be permitted
to address the Committee at the discretion of the Committee. An adviser
or counselor may request clarification of a procedural matter or object
on the basis of procedure at any time by addressing the Chair after
7. Record of Hearing. A taped or stenographic
record of the hearing shall be maintained. The notice, exhibits, hearingrecord
and the findings and determination of the Committee shall become the "Record
of the Case" and shall be filed in the Office of the Primary Administrative
Officer and for the purpose of review or appeal be accessible at reasonable
times and places to both the university and the student.
8. Sexual Assault. In cases of alleged sexual assault:
- The accuser and the accused are entitled to the
same opportunities to have others present during a campus disciplinary
- The accuser and the accused shall be informed
of the outcome of any campus disciplinary proceeding brought alleging
a sexual assault.
Financial Aid Appeals
University of Missouri-St. Louis has an established financial aid appeals
procedure. An aid applicant can raise questions or appeal the offer,
or lack of an offer, of financial aid if not satisfied. The general
provisions for appeals procedures are as follows:
- An aid applicant who is not satisfied with the
fact that no aid was offered, or was not pleased with the type and/or
amount of aid that was offered, may make a written appeal to the Student
Financial Aid Appeals Committee reconsideration of the aid request and/or
ask for a personal hearing.
- If on review of all the facts of the case, including
any new information which the applicant may provide, the Committee can
a) approve an exception to university policy; b) deny the request; c)
approve a modified version of the request.
- If the Appeals Committee cannot provide a satisfactory
solution, he/she may refer the written appeal with all pertinent information
to the Director of Financial Aid. Where academic progress is an issue,
the student may ask an academic adviser or counselor to write or speak
in the student's behalf. If a satisfactory solution is worked out, the
case is closed.
- If step three did not solve the problem, it is
referred to the campus Faculty-Senate Committee on Student Aid.
In ordinary practice it is rare for a case to be appealed beyond this
- If, however, the applicant is still not satisfied
after review by committee, the case is to be referred to the Chancellor.
- The next appeal is the President.
The final university appeal would be for the President to refer a case
to the Board of Curators.
each campus of the University of Missouri it is the Chancellor who
is ultimately responsible to the President and the Board of Curators
for all campus programs, policies, and activities. On the University
of Missouri-St. Louis campus the Chancellor has delegated responsibility
for overseeing the grade appeal process to the Vice Chancellor for Academic
Affairs. The Vice Chancellor is therefore responsible for assuring that
grade appeals are handled in a fair and timely manner. More specifically,
that officer is responsible for seeing that the procedures outlined below
are appropriately followed.
any time after the awarding of a grade, for a course or an assignment
in a course, a student may discuss the grade with her or his instructor
and request that the instructor review the grade. If the instructor does
review the grade he or she is, of course, free to change the grade or
not as is appropriate.
following procedures apply if the above informal procedure does not
resolve a dispute concerning a grade to the student's satisfaction
and if the process is initiated within thirty working days of the start
of the first regular semester (fall or winter) following the semester
for which the grade was given, or thirty days after the assignment of
the grade (whichever is later).
1. If the student has not already done so, he or she discusses the
contended grade fully with the course instructor. The student should
prepare for this meeting by taking all relevant written work (test, reports,
etc.) with him/her. If the issue is not resolved, and the student wishes
to pursue the appeal, she or he should consult the administrative officer
of the department or discipline housing the course in question. (This
officer will normally be someone below the level of the Dean.) The administrative
officer will discuss the appeal with the course instructor, and will
inform the student of the result of this discussion. (That result may
be the instructor's agreement to change the grade, her or his refusal
to change the grade, or her or his agreement to discuss the case further
with the student.) The administrative officer may require that the student
put the appeal in written form before the administrative officer discusses
it with the instructor.
2. If the matter remains unresolved, the student may, within 10 working
days of being notified of the result of the discussion between the administrative
officer and the instructor, or within 10 working days of her or his last
discussion with the instructor, submit a detailed written statement of
the complaint to the administrative officer. The administrative officer
will refer it to a faculty committee composed of at least three faculty
members in the department or unit offering the course or if such are
not available, in closely allied fields. This committee will investigate
the matter, meeting, as it may deem necessary, with the student, the
instructor, and possibly others. Following its inquiries and deliberations,
but prior to making its final recommendations, the faculty committee
will submit a copy of its findings to the course instructor. If the course
instructor elects to comment on the findings to the committee, this must
be done in writing within 7 working days. After further consideration,
but within 30 working days after receiving the student's statement, the
faculty committee will submit its findings with its recommendations and
reasons for those recommendations directly to the course instructor,
with a copy to the administrative officer.
3. If the faculty committee recommends that the grade be changed, the
administrative officer will ask the instructor to implement the recommendation.
If the instructor declines, the administrative officer will change the
grade, notifying the instructor and the student of this action. Only
the administrative officer, upon the written recommendation the faculty
committee, will effect a change in grade over the objection of the instructor
who assigned the original grade.
4. If the faculty committee recommends that the grade not be changed,
the administrative officer will notify the student of this action. The
student may then appeal to the dean of the school or college within which
the course in question is housed, who will determine whether the above
procedures have been properly observed. If the Dean determines that the
procedures have not been appropriately followed, and that their not
being followed may have substantively affected the outcome, the
case will be returned to the faculty unit for review by the same, or,
if the Dean so determines, by a different committee.
5. If the Dean denies the procedural appeal the student may ask the
Vice Chancellor for Academic Affairs, acting as the Chancellor's designee,
to conduct a procedural review. The Vice Chancellor is not obligated
to conduct such a review and will normally do so only where there is
compelling evidence of procedural irregularities. If the Vice Chancellor
finds the procedures have not been appropriately followed, and that
their not being followed may have substantively affected the outcome,
the case will be returned to a lower level for rereview. As the Vice
Chancellor is acting as the designee of the Chancellor, there is no appeal
beyond this level.
on Student Organizations
University recognizes that the acquisition of knowledge is not confined
to the formality of the classroom and that much can be gained through
the activities of student organizations. To assure maximum freedom
for students and to assure that organizational activities are orderly,
responsible, and appropriate to the mission of the university, certain
principles and procedures are established through which organizations
gain university recognition.
I Procedures for Recognition
obtain recognition or to register, an organization shall submit to
the Vice Chancellor for Student Affairs, through the Office of Student
Life, a recognition or registration form which shall include:
1) The name of the organization.
2) A statement of the general purpose of the organization
and the means for accomplishing it. The statement should demonstrate
that the organization's purpose is to broaden the scope of general learning,
extend knowledge of specialized areas, or to serve the professional,
cultural, social or recreational interests of the university community,
consistent with the educational goals of the university. The statement
must not conflict with policies governing recognized organizations as
3) The names of at least three officers and ten responsible
representatives, including student numbers, addresses and telephone
numbers; these persons must be students registered at the university
of Missouri-St. Louis.
4) A statement of any affiliation with any other organization
not registered with the university, and a copy of the organization's
5) Organizations seeking recognition must include
a copy of their constitution and/or by-laws, the name of a UM-St.
Louis faculty or staff member(.75 FTE) who agrees to serve as an advisor,
and the name of a student member of the organization who will serve as
the organization's representative on the Student Government Association.
6) Upon submission of the recognition or registration
form, the organization shall be granted temporary privileges until the
request for recognition is acted upon by the Senate Student Affairs Committee
or the request to register is approved by the Director of Student Life.
B. To maintain recognition or registration, an organization
must update their recognition form or re-register with the Office of
Student Activities no later than two weeks following the beginning of
the fall semester.
II Privileges of Recognized Organizations
of campus facilities and services for organizational activities as
provided in the university regulations.
of the university name in connection with publicity, but only for identification
purposes, and in no way to imply support of the university for any
position of the organization.
3) Participation in university-sponsored events.
4) Application for supplemental financial assistance.
5) Participation as a voting member of Student Government
Association. Organizations who register may not apply for supplemental
assistance and may not be voting members of Student Government Association.
III Policies Governing Recognized or Registered Organizations
shall comply with the Rules and Regulations of the University of Missouri
and the St. Louis campus.
2) Organizations' membership policy shall not discriminate
for reasons of color, creed, national origin or gender. Any organization
may petition to the Vice Chancellor for Student Affairs for exemption
from the requirement as it applies to gender. Academic and professional
organizations which have discriminatory membership policy based on gender
shall not be recognized.
3) Organizations' membership shall not be subject
to approval by anyone other than the local campus membership.
4) Organizations are expected to maintain fiscal responsibility.
5) Recognized and registered organizations are required
to seek the advice of faculty and other members of the community.
6) Recognized organizations are required to participate
in the Student Governance process.
for Review of Grievances
Any member of the university community may bring charges against a
recognized organization for breach of the above policies or procedures.
charges, except those pertaining to discrimination, are brought initially
to the Vice Chancellor for Student Affairs, who may:
1) Dismiss the charges, in which case
an appeal may be made to the Senate Student Affairs Committee.
the charges in a way acceptable to both parties or,
the charges to the Senate Student Affairs Committee.
C. Penalties may range from withdrawals of one or
more privileges to withdrawal of recognition or registration. Assessment
of penalties shall also provide for the conditions leading to reinstatement
of such privileges for recognition.
D. Either party to the charges may appeal the decision
of the Senate Student Affairs Committee to the Chancellor.
Policy on Hazing
defined by the Fraternity Executive Association and accepted by the
University of Missouri-St. Louis, is any intentional action taken or
situation created, whether on or off university premises, that produces
mental or physical discomfort, embarrassment, harassment, or ridicule.
This includes but is not limited to: paddling in any form, creation
of excessive fatigue, physical or psychological shocks, wearing apparel
publicly which is conspicuous and not normally in good taste, engaging
in public stunts and buffoonery, morally degrading or humiliating games
and activities, involuntary labor, or any activity not consistent with
the University of Missouri Board of Curators Standard of Student Conduct.
The University of Missouri-St. Louis does not condone or tolerate hazing
of any type by an organization, or by an individual against another
The Office of Student Activities will investigate any incident
in which a charge of hazing has been made. University recognition may
be temporarily withdrawn pending hearings and due process procedures.
Should it be determined that a student organization or any of its members
is guilty of hazing as previously defined, sanctions may include but
are not limited to:
A. Automatic and indefinite suspension of campus recognition
or registration with an accompanying loss of all campus privileges (i.e.
use of facilities, student services, etc.);
B. Disciplinary action against those members involved
in the incident(s) including suspension or expulsion from the university.
Implementation: Each organizational president (or equivalent officer)
is required to read and sign the university's Policy on Hazing at the
first regular meeting at which he or she presides. This policy, signed
by the incoming president (or equivalent officer), must accompany any
notification of a change in officers submitted to the Office of Student
Activities. Failure to do so will result in the automatic imposition
of inactive status on the organization with an accompanying loss of all
university privileges until such time as the signed policy is submitted.
Equal Opportunity Policies of the University
of Missouri-St. Louis
of Missouri-St. Louis is an affirmative action/equal opportunity
employer committed to excellence through diversity. Therefore, the
university enthusiastically complies with and vigorously enforces
each Federal and State Executive Order, law and regulation, University
of Missouri Rules and Regulations and University of Missouri-St.
Louis directive that prohibits discrimination against employees, students,
and others based upon age, ancestry, color disability, national origin,
race, religion, sex, or veteran status.
The above compliance
is established upon, but not limited to, the following employment and
education related equal opportunity laws: Civil Rights Act of 1964,
Title VII, as amended Executive Order 11246, Equal Employment Opportunity
Equal Pay Act of 1963, as amended Age Discrimination in Employment
of 1967, as amended Vietnam Era Veterans Readjustment Assistance Act
of 1974, as amended Executive Order 11141, Age Discrimination Rehabilitation
Act of 1973, Section 503, as amended Rehabilitation Act of 1973, Section
504, as amended Civil Rights Act of 1964, Title VI, as amended Education
Amendments of 1972, Title IX Americans with Disabilities Act of 1990
The Board of Curators of the University of Missouri has adopted the
appropriate equal opportunity policies and procedures in compliance with
the above laws and procedures. The Chancellor is responsible for the
implementation of equal opportunity at UM-St. Louis. Assisting
the Chancellor and each Vice Chancellor is the Office of Equal Opportunity
(OEO). All equal opportunity functions for the campus are centralized
in the OEO.
The following equal opportunity policies have been established
by the University of Missouri Board of Curators to govern the academic
and administrative functions of the University:
- EQUAL EMPLOYMENT OPPORTUNITY PROGRAM
- SEXUAL HARASSMENT
- POLICY RELATED TO STUDENTS WITH DISABILITIES
- MAINTAINING A POSITIVE WORK AND LEARNING ENVIRONMENT
- Equal Employment Opportunity Program
- Equal opportunity is and 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, national origin, age, disability, or status as a Vietnam
- Equal opportunity is and shall be also provided for all students
and applicants for admission in compliance with existing legislation.
of Missouri Equal Opportunity Statement
of Missouri-St. Louis is committed to equal employment and educational
opportunities without regard to conditions of race, color, sex, religion,
national origin, age, physical ability, veteran status, or individuals
with HIV, AIDS, or ARC.
Each administrative unit of the university employing personnel,
admitting students, or entering into contracts is charged with implementation
of the university's commitments, and maintenance of records to demonstrate
good faith efforts, in admission and training, recruiting and hiring,
compensating and promoting, layoff and dismissal, granting of tenure,
contracting and purchasing, and access to facilities and programs.
As an employer and as an institution accountable to taxpayers and the
general public, the university must have administrative and management
practices that are designed for the best use of talent for operational
effectiveness and efficiency.
(1) Recruitment and employment of personnel
a. Recruitment of professors and academic personnel
in research and continuing education/extension is primarily the responsibility
of deans, directors, chairpersons, and department heads.
b. Recruitment of administrative, service,
and support staff, except for top-ranking administrative personnel,
is primarily the responsibility of the personnel office of each campus,
and the director of Human Resources for the University of Missouri-St.
Louis administration. Selection is the responsibility of the administrative
head of the employing unit.
c. Administrative efforts are made
to recruit and employ minorities, women, the handicapped, and members
of protected age groups.
d. The university maintains relationships with governmental
agencies, community groups, and other organizations which may be of assistance
in furthering recruitment and employment of minority groups, handicapped
persons, and women into departments and units which have imbalances.
Personnel sources are advised of the university's commitment to equal
opportunity and affirmative action.
e. Imbalances exist when available
talent among specified minorities, women, handicapped, or protected
age group members is proportionately underrepresented
in a particular personnel category in the university.
Under representation is determined by an analysis of the appropriate
employment market which is generally national or regional for major administrators,
professors, and academic personnel in research and continuing education/extension.
The appropriate employment market is generally the state or local community
for most administrative positions and for service and support staff.
Advertisement and notices of employment opportunities indicate a filing
date for consideration.
g. Notice of employment and training
opportunities are made to existing personnel.
h. Employment applications meet federal
and state requirements relating to equal opportunity.
i. The Office of Equal Opportunity
maintains records to demonstrate efforts and results of efforts to achieve
equity and to act affirmatively and reasonably to correct imbalances.
Salaries, wages, and benefits
a. University compensation and benefit programs are
administered without regard to conditions of race, color, sex, religion,
national origin, age, physical ability, or veteran status.
b. The salary range for academic positions
is determined in advance of recruitment on the basis of prevailing
national levels and departmental scales for the educational attainment,
experience, and specialty desired.
(3) Facilities, activities, and working conditions
a. University facilities are maintained on an equitable
and nondiscriminatory basis.
b. Physical facilities have been adapted
within the limits of the financial resources available to insure access
to the university by the physically handicapped.
c. Opportunities for involvement in university activities
are provided on an equitable or nondiscriminatory basis.
(4) Promotion and training
a. Promotions, contract renewals, the granting of
tenure, and reductions in force of academic personnel are handled in
accordance with established university procedures and qualification criteria
for all persons and free of discrimination.
b. University policy requires that
promotions, demotions, layoffs, recalls from layoffs, transfers, and
temporary hires for service and support personnel are determined without
regard to conditions of race, color, sex, religion, national origin,
age, physical ability, or veteran status.
c. Participation in training and educational
programs sponsored by the university, including apprenticeships, is
open to all employees within eligible job classifications.
d. The university offers developmental
programs for professional and personal growth to enhance promotion
(5) Student admission and retention
a. The university gives students equal access to its
academic programs without regard to conditions of race, color, sex, religion,
national origin, age, or physical ability. Furthermore, the university
seeks to recruit, enroll, retain, and graduate minority group members
and women in those fields in which they are underrepresented.
b. The University of Missouri has a unique responsibility
for graduate and professional public higher education in the state of
Missouri. Therefore, academic departments offering doctoral and/or advanced
professional programs in disciplines and professions in which there is
a deficiency of minorities and women have adopted methods to encourage
enrollment, retention, and graduation of minority group members and women.
c. Affirmative action is taken to offer graduate
teaching and research assistantships to minorities and women.
d. Business, government, industry, and labor are solicited
to assist and provide support to minorities and women through
financial aid and by providing work experiences as they pursue
e. Personnel representatives of prospective employers
using university services and facilities to interview and recruit students
must be equal opportunity employers, and must give all qualified students
equal opportunity for interviews, without regard to conditions of race,
color, sex, religion, national origin, age, disability, or veteran status.
(6) Appeal and grievance procedures
a. Grievance procedures are available for the processing
of complaints and grievances of alleged discrimination based on conditions
of race, color, sex, religion, national origin, age, physical ability,
or veteran status.
b. A student grievant has access to the student grievance
procedures through the Office of Student Affairs, the school or college,
the campus, and central administration.
c. The Office of Equal Opportunity currently provides
advice and information to grievants on the grievance procedures.
(7) Records and reports
a. The administrative head of each university unit
must be prepared to demonstrate that equal opportunity is practiced and
that affirmative action is taken in recruiting and employment of full-time
and part-time personnel, admission and retention of students, provision
of facilities and programs, and purchasing and contracting.
b. Each responsible administrative unit of the university
must be prepared to show that procedures followed and selections made
are in compliance with policies on equal employment and affirmative action.
Admissions applications are retained for one year and employment applications
are retained for one year.
University business involving contracts and bids for various services
are retained in compliance with University of Missouri record management
c. Those responsible for recruiting,
admitting, and retaining students "undergraduate, graduate and professional" maintain
files and records documenting efforts to provide equal opportunity and
act affirmatively to attract and retain minority group members, women,
and older and handicapped persons. A report is made annually to the appropriate
d. Campus administrative officers have
records demonstrating efforts to provide equal opportunity and show
affirmative action in the interests of minority group members, women,and
handicapped and older persons in the availability and use of university
facilities, including recreational facilities.
e. Those responsible for personnel recruitment and
employment personnel, including graduate teaching and research assistants,
have records that reflect their adherence to equal opportunity and affirmative
f. Academic or administrative units receiving complaints
or grievances based on allegations of discrimination report those cases
to the Office of Equal Opportunity.
Under current campus policy, transcript
notation of >DL= automatically becomes an F after one regular semester.
These changes, which the Registrar is mandated to make, are not considered
grade changes and are consistent with this Grade Appeal Policy. Students
may appeal these changes provided the appeal is initiated within 30 working
days of the notification of the change.
(8) Reviewing and monitoring
a. A university Committee on Equal Employment Opportunity
and Affirmative Action (EEO/AA) is appointed annually by the Chancellor.
b. EEO/AA committee membership includes a reasonable
cross section of personnel, including a representation of women, minorities,
and the handicapped.
c. The EEO/AA committee advises the
Director of Equal Opportunity on matters relating to affirmative action
and university equal employment policy.
d. Administrative officers (chancellor, vice chancellors,
deans, directors, department chairpersons, and all other supervisory
personnel) are responsible for implementation of equal opportunity and
affirmative action policies and practices within their areas of jurisdiction,
and the effectiveness of implementation will be an element in the evaluation
of the performance of each officer.
a. Equal opportunity and affirmative action policies
and programs are disseminated throughout the university and discussed
at appropriate school, college, departmental, management, and supervisory
meetings. The subjects covered include attraction, admission, and retention
of students; recruitment, employment, training, promotion, and transfer
b. University employees, faculty, staff, and students
are kept informed of equal opportunity programs and affirmative action
goals through campus publications and communications, the Personnel Policy
Manual, the Faculty Handbook, divisional and departmental meetings, staff
orientation programs, and posters.
c. Copies of the Equal Employment and Affirmative
Action policies are available to a cross section of community organizations,
news media, area colleges, secondary schools and recruiting sources.
d. Copies of the Affirmative Action Policy will be
made available on request to employees, applicable governmental agencies,
and contractors or subcontractors.
e. University invitations to bid, purchase orders,
and specifications to architects and engineers contain the university's
equal opportunity policy.
f. University correspondence, employment notices and
advertising, academic information, and other public notices contain the
university's equal opportunity phrase.
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.
A. Policy Statement--It is the policy
of the University of Missouri , in accord with providing a positive
discrimination -free environment, 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.
B. Definition--Sexual harassment is defined for this
policy as either:
(i) unwelcome sexual advances or requests
for sexual activity by a university employee in a position of power
or authority to a university employee or a member of the student body,
(ii) other unwelcome verbal or physical conduct of
a sexual nature by a university employee or a member of the student body
to a university employee or a member of the student body, when:
1. Submission to or rejection of such conduct is used
explicitly or implicitly as a condition for academic or employment decisions;
2. The purpose or effect of such conduct is to interfere
unreasonably with the work or academic performance of the person being
3. The purpose or effect of such conduct
to a reasonable person is, to create an intimidating, hostile, or offensive
C. Non-Retaliation--This policy also prohibits
retaliation against any person who brings an accusation of discrimination
or sexual harassment or who assists with the investigation or resolution
of sexual harassment.
Notwithstanding this provision, the university may discipline an employee
or student who has been determined to have brought an accusation of sexual
harassment in bad faith.
D. Redress Procedures--Members of the university community
who believe they have been sexually harassed may seek redress, using
the following options:
1. Pursue appropriate informal resolution procedures
as defined by the individual campuses. These procedures are available
from the campus Affirmative Action/Equal Opportunity Officer.
2. Initiate a complaint or grievance
within the period of time prescribed by the applicable grievance procedure.
Faculty are referred to Section 370.010, "Academic Grievance Procedures";
staff to Section 380.010, `"Grievance Procedure for Administrative,
Service and Support Staff"; and students to Section 390.010, "Discrimination
Grievance Procedure for Students."
Pursuing a complaint or informal resolution procedure does not compromise
one's rights to initiate a grievance or seek redress under state or federal
E. Discipline--Upon receiving an accusation of sexual
harassment against a member of the faculty, staff, or student body, the
university will investigate and, if substantiated, will initiate the
appropriate disciplinary procedures. There is a five-year limitation
period from the date of occurrence for filling a charge that may lead
An individual who makes an accusation of sexual harassment will be
1. At the close of the investigation,
whether or not disciplinary procedures will be initiated; and
the end of any disciplinary procedures, of the discipline imposed,
240.040 Policy Related to Students with Disabilities
Executive Order No. 21, 11-1-84; Amended 2-25-97.
EQUALITY OF ACCESS
University of Missouri (UM) strives to assure that no qualified person
with a disability 1 shall, solely by reason of the disability, be denied
access to, participation in, or the benefits of any program or activity
operated by UM.
Each such qualified person shall receive reasonable accommodations
to provide equally effective access to educational opportunities, programs,
and activities in the most integrated setting appropriate unless provision
of such reasonable accommodation would constitute an undue hardship on
the university or would substantially alter essential elements of the
academic program or course of study or would otherwise compromise academic
standards. This policy shall apply to all programs, services, and activities
of the university, including but not limited to recruitment, admissions,
registration, financial aid, academic programs, advising, counseling,
student health, housing and employment.
B. FEDERAL AND STATE LAWS
policy is intended to be consistent with Section 504 of the Rehabilitation
Act of 1973, which states that no recipient of federal financial assistance
may discriminate against qualified individuals with disabilities solely
by reason of disability. This policy is also intended to be consistent
with the Americans with Disabilities Act of 1990 and the Missouri Human
Each program or activity, when viewed in its entirety, shall be accessible
to otherwise qualified and eligible students with disabilities. Facilities,
or parts of facilities, constructed or renovated for UM use will be designed
and built so that they are accessible to and usable by persons with disabilities,
in accordance with the ADA Accessibility Guidelines or other accessibility
standards properly adopted by the campus. Accessible on-campus
housing and food service will be provided at the same cost and with the
same program options to qualified students with disabilities as are afforded
to non-disabled students. When any UM classes, programs or activities
are held in private facilities, thorough efforts shall be made to obtain
facilities which are accessible.
D. COORDINATION OF PROGRAMS AND SERVICES FOR STUDENTS WITH DISABILITIES
1. Campus disability support service (DSS) offices or other designated
campus units are responsible for coordination of programs, services,
and classroom accommodations for qualified applicants for admission and
qualified enrolled students with disabilities. Such coordination relates
solely to disability issues. Determinations as to whether a student is
otherwise qualified often will be based on the academic requirements
developed by the faculty. Specific services available to qualified students
with disabilities will be provided by the university in conformity with
the requirements of federal and state law.
2. Determinations as to whether requested services and requested accommodations
are required will be made initially by the Coordinator of DSS. Accommodation
of the disability will be determined by the coordinator and faculty member,
and if either disagrees with the prescripted accommodation, such disagreement
shall be described in writing promptly and submitted to the Chancellor
or his/her designee for resolution in a prompt manner.
3. Initial determinations and any disagreements submitted to the Chancellor
or his or her designee will take into consideration all relevant factors
including, but not limited to, the following:
a. current documentation of the specific disability and of the need
for the requested services or accommodations;
b. the essential elements of the academic program or course of study
c. the fact that the law does not require a university to substantially
alter essential elements of its academic program or course of study or
to otherwise compromise its academic standards.
4. All students seeking disability-related services and/or accommodations
must disclose the presence of a specific disability to DSS. Before receiving
requested services and/or accommodations, the student will be required
to provide the DSS office with current medical or other diagnostic documentation
of a disability from a qualified physician or other qualified diagnostician,
as well as current documentation of the need for accommodations. In cases
where existing documentation is incomplete or outdated, students may
be required to provide additional documentation at the student's expense.
5. It is the student's responsibility to self-identify, to provide
current and adequate documentation of his/her disability, and to request
classroom accommodations, through the DSS office. The appropriate documentation
must be provided in a timely manner to ensure full resolution of accommodations
prior to the student's entrance into the program or course of study.
Documentation review and accommodations planning by DSS, including consultation
with faculty and/or other campus entities that may be affected in providing
accommodations, will be done on an individualized case-by-case
6. Reasonable classroom accommodations will be provided to otherwise
qualified and eligible students with disabilities who have self-identified
and who have provided satisfactory documentation in support of their
timely request for such accommodations, in compliance with federal and
state mandates. These accommodations shall not affect the substance of
the educational programs or compromise educational standards.
7. In addition to providing accommodations needed to ensure nondiscrimination
in access to educational opportunities by otherwise qualified students
with disabilities, the university is responsible for ensuring that no
qualified disabled student is denied the benefits of or excluded from
participation in a university program because of the absence of auxiliary
aids, services, and/or other reasonable accommodations. Auxiliary aids,
services, and/or other accommodations include but are not limited to
interpreters (sign or oral), readers, scribes, adaptive equipment, and
other appropriate services or equipment necessary for course or program
8. While funding for accommodations to ensure equally effective access
is provided by the university, funding for auxiliary aids, accommodations,
and/or services in some instances may be shared with state vocational
rehabilitation agencies. The law does not require and the university
does not provide prescription devices or other devices/services of a
personal nature (e.g. personal attendants) for students with disabilities.
E. ESTABLISHMENT OF CAMPUS POLICIES
Chancellors are directed to establish campus policies and/or procedures
consistent with this order. These should cover, at a minimum, treatment
of disability- related information and appropriate regard for confidentiality,
responsibilities of students in applying for services through DSS, time
lines to assure that students make accommodation requests in a timely
manner, guidelines to assure that disability documentation is reasonably
current, a description of the process of individualized assessment of
each student's disability documentation and accommodation request(s),
the role of faculty in determining the essential elements of the academic
program or course of study and the academic standards involved in the
accommodations planning and review process within the context of academic
program requirements, and processing of complaints and grievances including
a procedure for appeal when faculty and/or academic administrators or
administrators in other involved campus entities do not agree with the
DSS on the requirements of this policy.
1. From the U.S. Justice Department's ADA Title II Technical
Assistance Manual, Section II-2.8000: Qualified individual with a disability.
In order to be an individual protected by Title II, the individual must
be a "qualified" individual with a disability. To be qualified,
the individual with a disability must meet the essential eligibility
requirements for receipt of services or participation in a public entity's
programs, activities, or services with or without: 1) Reasonable modifications
to a public entity's rules, policies, or practices; 2) Removal of architectural,
communication, or transportation barriers; or 3) Provision of auxiliary
aids and services. The "essential eligibility requirements" for
participation in many activities of public entities may be minimal. For
example, most public entities provide information about their programs,
activities, and services upon request. In such situations, the only "eligibility
requirement" for receipt of such information would be the request
for it. However, under other circumstances, the “essential eligibility
requirements" imposed by a public entity may be quite stringent.
ILLUSTRATION: The medical school at a public university may require
those admitted to its program to have successfully completed specified
undergraduate science courses.
PROVISIONS FOR SERVICES TO STUDENTS WITH
DISABILITIES AND REASONABLE ACCOMMODATIONS POLICY
University of Missouri is committed to equal educational opportunities
for qualified students without regard to disabling condition. The University,
therefore, will take necessary action to ensure that no otherwise qualified
student with a disability is denied access to any particular course
or educational program. Such action includes an assessment of the student’s
abilities and an evaluation of the particular course or program.
is the student’s responsibility to self-identify,
to provide current and adequate documentation of his/her disability
and to request classroom accommodation, through the disability services
office. A request for services will initiate an assessment of needs,
including a documentation review and accommodations planning by DSS,
involving consultation with faculty and/or other campus entities that
may be affected in providing accommodations, and will be done on an
individualized case-by-case basis.
Initial determinations as to whether requested services
and/or accommodations are required will be made by the coordinator
of disability services based on results of the assessment of needs.
If either the faculty member of the disability coordinator disagrees
with the prescripted accommodation, such disagreement shall be described
in writing promptly and submitted to the Chancellor or his or her designee
for resolution in a prompt manner.
The University will make reasonable modifications to
its academic requirements, if necessary, to comply with legal requirements
ensuring that such academic requirements do not discriminate or have
the effect of discriminating on the basis of a students known and adequately
documented disability; unless the requested modification would require
alteration of essential elements of the program or essential elements
of directly related licensing requirements or would result in undue
financial or administrative burdens. The divisional dean’s office,
in cooperation with the disabilities service coordinator and the department
through which the requirement is fulfilled, will determine the appropriate
modification of substitution. Any qualified student with a disability
who believes that accommodations and/or auxiliary aid(s) will be necessary
for participation in any course, course activity, or degree program
must indicate a need for services to the designated disability services
office at least six weeks prior to the beginning of the semester or
The disability services coordinator will oversee an
assessment of the student’s request for services and/or accommodations.
If an unfavorable determination is made, the student may appeal the
decision through the UM Discrimination Grievance Procedure for Students.
AIDS Policy Statement
knowledge indicates college and university students or employees with
AIDS, ARC, or a positive antibody blood test do not pose a health risk
to either students or employees in a usual academic or residential
setting. The policy of University of Missouri is to permit students
and employees with AIDS to continue to engage in as many of their normal
pursuits as their condition allows. Managers should be sensitive to the
medical problem and ensure that such employees are treated consistent
with the treatment of other employees. Students will be allowed to continue
their enrollment and activities (including continued residency in student
housing) as long as they continue to meet academic standards and medical
evidence indicates their conditions are not a threat to themselves or
others. Every effort will be made to maintain confidentiality at all
The university also has a legitimate interest in the welfare of all
students, employees, and visitors to the campus. Every reasonable precaution
will be taken to minimize the risk that an employee's or student's condition
will present a health and/or safety hazard to others.
The university will not discriminate against individuals with HIV infection,
AIDS or ARC, but this protection does not include individuals with secondary
infections or diseases that would constitute a direct threat to the health
or safety of others who may because of the disease or infection be unable
to perform duties of their employment. In such cases, the appropriate
university personnel or student policy will determine what changes, if
any, will be made in the student's or employee's academic or work program.
In the event of public inquiry concerning AIDS on campus, the Chancellor
or the Chancellor's designee will provide appropriate information on
behalf of the university. Existing policies regarding confidentiality
of employee and student records will be followed.
Consistent with its concern for students and employees with AIDS, the
university offers a range of resources through the AIDS Task Force on
each campus and through other campus services.
a. Student, employee, and management
education and information;
Referral to agencies and organizations that offer supportive services
for life-threatening illnesses;
Consultation to assist employees in effectively managing health, leave,
and other benefits.
The AIDS Task Force on each campus will continue to meet periodically
to review and update policy and to make recommendations as new medical
facts become available. Each Task Force will continue to encourage programs
to educate all members of the campus community about the reality of AIDS.
To address specialized needs, each campus is authorized to adopt and
implement special policies related to AIDS which are consistent with
this policy statement.
330.80 Maintaining a Positive Work and Learning Environment
1. The University of Missouri is committed to providing a positive
work and learning environment where all individuals are treated fairly
and with respect, regardless of their status. Intimidation and harassment
have no place in a university community. To honor the dignity and inherent
worth of every individual student, employee, or applicant for employment
or admission is a goal to which every member of the university community
should aspire and to which officials of the university should direct
attention and resources.
2. With respect to students, it is the university's special responsibility
to provide a positive climate in which students can learn. Chancellors
are expected to provide educational programs and otherwise direct resources
to creative and serious measures designed to improve interpersonal relationships,
to help develop healthy attitudes toward different kinds of people, and
to foster a climate in which students are treated as individuals rather
than as members of a particular category of people.
3. With respect to employees, the strength we have as a university
is directly related to maintaining a positive work environment throughout
the institution. The university should provide a positive recruiting
and work environment focused on the duties and skills of the work to
be performed. It is the expectation of the university that all employees
and potential employees will be treated on the basis of their contribution
or potential contribution without regard to personal characteristics
not related to competence, demonstrated ability, performance, or the
advancement of the legitimate interests of the university. The General
Officers are expected to provide training programs for supervisors to
assist in achieving this objective.
4. With respect to violations of the policy, faculty, staff and students
may utilize their respective grievance procedures approved by the Board
of Curators. The approved grievance procedures are as follows: Grievance
procedure in Section 370.010 for faculty; grievance procedure in Section
380.010 for staff; and grievance procedure in Section 390.010 for students,
and each such procedure shall be deemed as amended to include grievances
filed under this policy. 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.
Other Procedures or Regulations
Grievance Procedure for Students
17, 1982 , and January 25, 1990
1. It is the policy of the University of Missouri
to provide equal opportunity for all enrolled students and applicants
for admission to the university on the basis of merit without discrimination
on the basis of their race, color, religion, sex, national origin, age,
or disability, or Vietnam era veteran status. Sexual harassment shall
be considered discrimination because of sex.
2. To insure compliance with this policy,
all University of Missouri prospective or enrolled students shall have
available to them this student discrimination grievance procedure
for resolving complaints and/or grievances regarding alleged discrimination.
3. This grievance procedure neither supersedes nor
takes precedence over established university procedures of due process
for any and all matters related to Academic Dishonesty, Grade Appeals,
Traffic Appeals, Disciplinary Appeals, or other specific campus procedures
which are authorized by the Board of Curators and deal with faculty/staff
4. These proceedings may be terminated
at any time by the mutual agreement of the parties involved.
NOTE : A grievance concerning specific incidents filed
under this discrimination grievance procedure shall not be processed
on behalf of any student who elects to utilize another university grievance
procedure. In addition, the filing of a grievance under these procedures
precludes the subsequent use of other university grievance or appeals
procedures for the same incident.
1. A complaint is an informal claim
of discriminatory treatment. A complaint may, but need not, constitute
a grievance. Complaints shall be processed through the informal procedure
herein set forth.
2. A grievance is the written allegation of discrimination
which is related to:
a. Recruitment and admission to
to and treatment while enrolled in an education program.
Employment as a student employee on campus.
matters of significance relating to campus living or student life,
including, but not limited to:
Assignment of roommates in resident halls; Actions of fraternities
and sororities; Membership in and/or admission to clubs/organizations;
Student Health Services; Financial aid awards.
3. A student is any person who has applied for admission
or readmission, or who is currently enrolled, or who was a student of
the university of Missouri at the time of the alleged discrimination.
4. Persons with disabilities--For the
purpose of this student discrimination grievance procedure, a "person with
a disability" has been substituted for "handicapped individual" (Section
504, Rehabilitation Act of 1973) and shall be defined as ".any
a. Has a physical or mental impairment
which substantially limits one or more of such person's major
a record of such impairment, or
regarded as having such an impairment
For purpose of this definition, A "major life activity" means
any mental or physical function or activity which, if impaired, creates
a substantial barrier to employment and/or education.
Any reference in this document to written materials or to written or
oral presentations within the student discrimination grievance procedure
may be adjusted to accommodate persons with disabilities for whom the
stated materials or required presentations would not be appropriate.
Cost of such accommodation will be borne by the university, with no charge
to the individual.
5. Appropriate Administrative Officer--The
primary administrative officer on the staff of the Chancellor (in the
area of Student Affairs/ Services, Administrative Services, Development,
and Academic Affairs) having administrative responsibility for the
unit in which the discrimination is alleged to have occurred.
6. Grievance Consultant--At any step
the Director of Equal Opportunity or of Affirmative Action may be asked
to serve as a consultant by any of the parties involved in this grievance
1. Policies and Procedures--A student
with a complaint will be provided with copies of appropriate policies
and procedures pertaining to student complaints and grievances, and
the Chief Student Personnel Administrator or his/her designee and the
Officer for Equal Opportunity or for Affirmative Action shall be available
to assist the student in understanding the opportunities afforded through
such policies and procedures. The student may choose to have an adviser
participate in any stage of the grievance procedure, subject to the
restrictions of the hearing procedures set forth in Section 390.010
2. Joint Complaint--If more than one
student is aggrieved by the same action, these students may, by mutual
written agreement among themselves, file with the Chief Student Personnel
Administrator a complaint and pursue their complaints jointly under
this grievance procedure. If the number of students in such a case
is so large as to make it impracticable for them to be heard individually
in a joint proceeding, they may, by mutual agreement, elect one or
more of their number to act on behalf of them all.
3. Students may informally discuss
a complaint with the relevant supervising administrator. Every reasonable
effort should be made to resolve the matter informally at this administrative
level. If a satisfactory resolution is not reached, the student may
pursue the matter through each level of administrative jurisdiction
up to and including the Appropriate Administrative Officer, or file
a grievance within the time specified in D.1.b.
4. Complaints Involving Recruitment
a. Undergraduate applicants must first
present complaints about recruitment to the Director of Admissions.
If a satisfactory resolution is not reached, the applicant may appeal
the matter to the immediate supervising officer of the Director of
b. Applicants for graduate study may
request a meeting with the academic department head and the dean of
the college, or their designees, who are actually involved in the recruitment
effort to discuss the matter informally. If a satisfactory resolution
is not reached, the applicant may appeal to the Dean of the Graduate
School and finally to the Appropriate Administrative Officer.
5. Complaints Involving Admissions
(Undergraduate or Professional)
a. Undergraduate and professional student
applicants shall present complaints to the Director of Admissions or
to the dean of the school or college, depending upon where the application
was originally filed.
b. This university official shall compare
the person's academic qualifications against the official university
admissions criteria and review the denial. If the denial is sustained,
the applicant may appeal this decision to the official=s immediate
supervisor or to the appropriate admissions committee.
6. Complaints Involving Admissions
(Graduate)--Applicants to the Graduate School may ask for a meeting
with the academic department head of the program to which the applicant
was seeking admission.
This official shall explain the reasons for the denial of recommendation
for admission. If a satisfactory resolution is not reached, the applicant
may then appeal to the Dean of the Graduate School or to the appropriate
admissions committee. If the denial is upheld, the applicant may appeal
the decision to the appropriate administrative officer.
7. Complaints Involving Admissions to or Treatment
in an educational Program or in the Granting of Assistantships - An undergraduate
or graduate student enrolled at the institution who has a discrimination
complaint involving admission to or treatment in an educational program
or in the granting of assistantships may request a conference with the
appropriate department head and with the dean of the school or college
(or the dean's designee) to discuss the matter informally. If a satisfactory
resolution is not reached, the student may present a grievance pursuant
to Section 390.010 F.
8. Complaints Involving Nonacademic Matters Related
to Campus Living and Student Life--A currently enrolled student who has
a university-related complaint concerning discrimination in nonacademic
matters including but not limited to assignment of roommates, actions
of fraternities and sororities, membership in and/or admissions to clubs/organizations,
student health services and financial aid awards may request a conference
with the appropriate administrative supervisor, department head and/or
director to discuss the matter informally. If a satisfactory resolution
is not reached, the student may present a grievance pursuant to Section
9. Complaints Involving Student Employment on Campus.
A student enrolled at the university who alleges that discrimination
occurred either in applying for work or while working as a student employee
at a university job may request a conference with the supervisor, department
head or director of the employing unit to discuss the matter informally.
If a satisfactory resolution is not reached, the student may present
a grievance pursuant to Section 390.010 D.
10. Complaints Involving Financial
Aid (Undergraduate, Graduate, Professional):
a. Undergraduate, graduate, and professional
student aid applicants shall present complaints to the Director of
Student Financial Aid where the application was originally filed or
the award originally made.
b. This university official shall compare
financial and academic qualifications against the official university
financial aid criteria and review the award, amount, or denial of the
aid. If the original judgment is sustained, the applicant may appeal
this decision to the official's immediate supervisor or to the appropriate
financial aid committee.
D. INITIATING A GRIEVANCE
1. Policies and Procedures-- student
with a grievance will be provided copies of appropriate policies and
procedures pertaining to student complaints and grievances, and the
Chief of Student Personnel Administrator or designee and the Office
for Equal Opportunity or for Affirmative Action shall be available
to assist the student in understanding the opportunities afforded through
such policies and procedures. The student may choose to have an adviser
participate in any stage of the grievance procedure, subject to the
restrictions of the hearing procedures set forth in Section 390.010
a. Joint Grievance--If more than one student is aggrieved
by the same action, these students may, by mutual written agreement among
themselves, file with the Chief Student Personnel Administrator a grievance
and pursue their grievances jointly under this grievance procedure. If
the number of students in such a case is so large as to make it impractical
for them to be heard individually in a joint proceeding, they may, by
mutual agreement, elect one or more of their number to act on behalf
of all of them.
b. Regardless of their nature, all
discrimination grievances are to be filed with the Chief Student Personnel
Administrator. A grievance must have been filed by a student within
one-hundred-eighty (180) calendar days of the date of the alleged discriminatory
a. All grievances must be presented
in writing and contain the following information:
1) A clear concise statement of the grievance which
includes the name of the person(s) against whom the grievance is made,
the date(s) of the alleged discrimination and a statement describing
the specific supporting evidence;
2) A brief summary of the prior attempts to resolve
the matter which includes the names of persons with whom the matter was
discussed and the results of those previous discussions;
3) A specific statement of the remedial action or
b. Within seven (7) working days, the original grievance
form with an explanation will be returned to the student if, in the judgment
of the Chief Student Personnel Administrator, the statements are vague
or do not meet the above requirement. The student may make the necessary
corrections and resubmit the grievance within seven (7) days.
3. Any grievance not filed within the time limits
specified in Section 390.010 D.1.B shall be deemed waived by the grievant.
The Chief Student Personnel Administrator may extend the time limits
only if adequate cause for an extension of the time limits can be shown
by the student.
4. For informational purposes, copies of the grievance
shall be forwarded to the Appropriate Administrative Officer and the
Director of Equal Employment and/or Affirmative Action.
5. Within fifteen (15) working days of receipt of
a grievance that satisfies the requirement of Section 390.010 D.1.b,
the Appropriate Administrative Officer with the consent of the parties
involved may establish an informal hearing with the aggrieved student,
the responding faculty/staff/organization, the respondent's supervisor
and the Appropriate Administrative Officer's designee. The Appropriate
Administrative Officer shall not involve himself/herself in this meeting.
If this informal means of resolving the grievance fails, a grievance
committee will be impaneled as called for in Section 390.010 E.1.
E. FORMATION OF GRIEVANCE COMMITTEE
1. It is the Appropriate Administrative
Officer's responsibility to initiate the selection of the grievance
committee within fifteen (15) working days after the request for the
formation of a grievance committee or after the completion of the informal
hearing provided for in Section 390.010 F.5 without satisfaction to
2. A grievance hearing panel shall
be established by October 1 of each year from which a grievance committee
should be constituted. The panel shall consist of ten (10) faculty,
ten (10) staff and ten (10) students. Selection
of the panel will be made by the Chief Student Personnel Administrator
from recommendations by the appropriate faculty, staff and student
associations. Selection of membership will consider sex, race, disability,
academic rank, student classification and employee classification.
Membership on the hearing panel shall be for two years. A member's
term shall expire on September 30 of the second year unless he/she
is serving at that time on hearing committee still in the process of
reviewing an unresolved grievance. In such case, the member's term
shall expire as soon as the committee has submitted a written report
of its findings and recommendations to the Appropriate Administrative
3. A hearing committee shall be composed
of five (5) members. The grievant shall select two (2) members from
the grievance hearing panel provided by the Chief Student Personnel
Administrator. The responding faculty/staff/ organization shall select
two (2) members from the grievance hearing panel. Both parties should
have their selections made within 15 working days of the receipt of
the request. The four committee members shall then select an additional
member from the grievance hearing panel to serve as chair. Neither
members of the immediate departmental unit nor student members of pertinent
student organizations involved in the grievance shall be eligible to
serve on the committee.
4. Any person selected to a grievance committee will be expected to
serve on such committee and to be present at all sessions. If a member
is absent from a single session, he/she will be required to review all
tapes or transcribed proceedings of that session prior to the next meeting
of the committee. Should a member be absent from two sessions or should
a member request to be excused from service for reasons of illness, necessary
absence from the campus or other hardship, then that member shall be
replaced in the same manner used in the original selection (see Section
390.010 E.3). If a member is unable or ineligible to serve for whatever
reason, the replacement shall review all tapes or written transcripts
and all submitted evidence prior to service on the committee. Five members
of the hearing committee, duly selected as in Sections 390.010 E.3 and
E.4 must attend the opening and closing session of the hearing.
F. HEARING PROCEDURES FOR FORMAL GRIEVANCES
1. It shall be the responsibility of the Appropriate
Administrative Officer to coordinate the procedures contained herein,
to make provisions for hearing rooms, to coordinate secretarial and recording
services and to otherwise serve the grievance committee as needed.
2. At the first organizational meeting
of the grievance committee, the committee shall elect a chairperson
from among the members to preside over subsequent meetings.
the chairperson shall schedule a hearing at the earliest convenient time
when all affected parties can be present.
3. A quorum consists of a minimum of four members
of the committee except as provided by Section 390.010 E.4.
4. The grievance committee shall invite the grievant
and the responding person to all hearings. Attendance at the hearings
shall be limited to persons who have an official connection with the
case as determined by the chairperson. The grievant and the responding
person may choose to be accompanied by an adviser. Others whose participation
in the hearing is considered essential in order to assist the committee
in establishing the facts of the case shall appear before the committee
only long enough to give testimony and to answer questions of committee
5. It is within the duties and responsibilities of
all members of a grievance committee to commit themselves to observe
procedures consistent with fairness to all parties concerned. For example,
it is a matter of principle that members of the grievance committee will
not discuss a case with anyone outside of the hearing process and that
their finding will not be influenced by anything other than the evidence
presented to them in meetings in which all affected parties are present.
6. The grievance committee shall set
forth the rules of procedure for the hearing within the guidelines
set forth herein. The chairperson may, for good cause and with the
concurrence of a majority of the entire committee, authorize deviation
from the suggested format, in which case the principal parties shall
- The grievant shall be heard first
in all phases of a grievance hearing and shall be primarily responsible
for the presentation of his/her position.
- The adviser of the grievant or respondent
may advise that person and may briefly explain his or her position
but shall not be permitted to testify or to cross-examine.
- A reasonable time limit should be
established for opening and closing statements and shall be announced
prior to the hearing.
of hearing sessions may be established in advance; every effort
should be made to conduct the hearing as expeditiously as possible,
with equal fairness to both parties.
- The interested parties shall provide
the chairperson with the names of the adviser and potential witnesses
at least forty-eight (48) hours prior to the hearing. It is the
responsibility of the interested party, working with the chairperson,
to ensure the presence of these individuals in a timely manner.
- After initial witnesses for both parties have
been heard, such witnesses may be recalled for additional questioning
if requested by either party or the grievance committee. The committee
may call new witnesses whose testimony it deems relevant or helpful.
- In order to promote the truthful,
unfettered exchange of information and ideas, all
testimony pertaining to the grievance hearing shall
be held in confidence.
- Only evidence relevant to the grievance
may be introduced. Questions regarding the admissibility of evidence
shall be decided by the chairperson.
7. At any point in the proceedings
prior to the time at which the committee reaches its final decision,
the grievant may withdraw any portion or all of the grievance with
the consent of a majority of the committee members and of the respondent.
In all cases of withdrawal at the consent of the committee and of the
respondent, the grievant shall not have the privilege of reopening
the same grievance at any time in the future. In the event that the
student refuses to participate further in the committee hearing, the
committee may choose to continue the case or to move to closure with
an appropriate closing statement as per Section 390.010 F.9.
8. A confidential tape recording of
the grievance hearing shall be made and will be accessible to the parties
involved, the committee, the Appropriate Administrative Officer, the
Chancellor, the President, members of the Board of Curators and authorized
representatives on a need-to-know basis. Either party to the grievance
may request that the committee provide a written transcript of testimony.
The cost of preparation of such a transcript is to be paid by the party
making such request unless Section 390.010 B.4 is applicable. After the
report of the grievance committee has been prepared, the tapes and relevant
materials will be sealed and filed in the Appropriate Administrative
Office. Unless extraordinary circumstances apply, these materials will
be destroyed at the end of five years.
9. At the conclusion of the grievance
hearing, the members of the grievance committee shall meet in closed
session to deliberate upon their findings. A majority vote of the entire
committee shall be required on all decisions. The grievance committee
shall make a written report on findings and recommendations to the
Appropriate Administrative Officer of the university, with copies to
the grievant(s) and the responding person(s). The written report will
a. A statement of the purpose of the hearing,
c. A summary of the testimony and other
d. Findings of fact as developed
at the hearing, and
e. Recommendations for final disposition
of the case.
10. The Appropriate Administrative Officer will make
his/her decision. This decision and the actions that have been taken
shall be presented to both parties in writing. If the administrative
officer does not accept the recommendations of the grievance committee,
a written statement of the reasons for so ruling must be given to both
parties and to the chairperson of the committee.
11. If requested by the grievant or the responding
party, normally within seven (7) calendar days of the notification of
the decision, the decision of the Appropriate Administrative Officer may
be subject to a review of the records by the Chancellor. Any review and
decision by the Chancellor shall be made normally within thirty (30)
calendar days. The decision of the Chancellor can be appealed to the
President, who shall have thirty (30) calendar days in which to make
a decision, which shall be final.
12. Grievances shall receive prompt attention. The
hearing and the report of the grievance committee shall normally be completed
within sixty (60) calendar days of the formation of the grievance committee,
and a final decision shall be made by the Appropriate Administrative
Officer normally within ten (10) calendar days thereafter. In any case
in which these time schedules should prove to be inadequate, the committee
shall present, in writing, an amended time schedule to all parties involved.