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Policies and procedures are included in the following manuals:

• Board of Governors Policy Manual
• UCM Procedures and Guidelines
• Human Resources Procedure Manual
• Academic Policies and Procedures
• Memorandum of Understanding between the Å·ÃÀÊÓƵ and Missouri Educations Workers Local No. 1
• UCM Student Handbook

The above-referenced resources have been listed for the convenience of employees and students but should not be considered an all-inclusive list. Individuals are encouraged to contact the university policy director, the Office of Human Resources, or the office responsible for the policy or procedure when questions arise regarding university policy and procedures. 

All members of the university community are encouraged to report any suspected retaliation, harassment or adverse employment consequences as a result of his or her reporting in good faith instances of alleged wrongdoing. An employee should report his or her concerns to a supervisor or manager. If for any reason an employee finds it difficult to report his or her concern to a supervisor or manager, the employee can report it directly to the Office of Human Resources.  A student should report his or her concern to the associate vice provost for student experience and engagement or the Office of Human Resources, who will be able to assist in receiving the report.

Directors, officers, supervisors and managers are required to report suspected violations to the Office of Human Resources, who has responsibility to investigate or refer for investigation all reported violations. 

Reasonable care should be taken in dealing with suspected misconduct to avoid:

1. publication of baseless allegations;
2. premature notice to persons suspected of misconduct and/or disclosure of suspected misconduct to others not involved with the investigation; and
3. violations of a person’s rights under law.

Accordingly, an officer, director, manager, or supervisor who receives a report of suspected retaliation:

1. should not contact the person suspected to further investigate the matter or demand restitution;
2. should not discuss the case with anyone other than the Office of General Counsel, the Office of Human Resources, the assigned investigator or auditor, or a duly authorized law enforcement officer;
3. should direct all inquiries from an attorney retained by the suspected individual to the general counsel; and
4. should direct all inquiries from the media to University Relations.

No officer, director, or employee who, in good faith, reports a violation of policy, procedure or law shall suffer harassment, retaliation or adverse employment consequence based on such reporting. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment. The university will use best efforts to protect whistleblowers against retaliation. In matters of disclosure, the university will make all reasonable efforts to maintain the identity of the individual making the disclosure confidential, as long as maintaining confidentiality does not interfere with conducting an investigation of the specific allegations or taking corrective action. Whistleblowers should be cautious to avoid baseless allegations.