University of Missouri Extension County Council Manual - Page 6

Section 5: Personnel

According to Missouri Statutes 262.560 and 262.587, the university shall:

Have responsibility and authority to employ and discharge personnel as it deems necessary and proper for the conduct of extension work within the county and shall prescribe and assign their duties . . . .

Before assigning any extension personnel in the area over which the council has jurisdiction first consult and advise with the council affected before making the assignment of personnel. If personnel proposed by the University is not satisfactory to the council, another person shall be made available by the University.

Consult with the council before taking action to discharge or remove any employee.

The council shall (statutes 262.587, 262.590):

  1. Make recommendations and suggestions to the University concerning the appointment or removal of extension personnel. Approve the assignment of personnel headquartered in their county.
  2. Be consulted by the University prior to removal or discharge of personnel.

Source: State of Missouri Statutes Pertaining to University of Missouri Extension Programs (adapted 1961)

Equal Employment Opportunity (EEO) and Affirmative Action (AA)

Equal Employment Opportunity and Affirmative Action programs are legal concepts spelled out in laws and the rules, regulations and policies implementing those laws. They are:

Title VII of the Civil Rights Act of 1964
Title IX of the Education Amendments of 1972
Section 503 of the Rehabilitation Act of 1973
Age Discrimination in Employment Act of 1967
Vietnam Era Veterans Readjustment Act of 1974
Equal Pay Act of 1963
Civil Rights Act of 1966
Executive Order 11246, as amended
The Americans With Disabilities Act (ADA) of July 1990

Equal employment opportunity or "nondiscrimination" laws and regulations require extension to ensure equal access to employment opportunity and equal access to participation in extension programs without regard to race, color, national origin, sex, religion, handicap or age.

The Americans With Disabilities Act (ADA) prohibits discrimination in employment of the disabled and in their access to facilities, goods and services of public places.

"Nondiscrimination" exists when all existing discriminatory conditions have been eliminated, whether purposeful or not. The EEO regulations provide a process for filing complaints of discrimination and settling of those complaints.

Affirmative action is a legal concept that requires effort by extension to seek and increase program participation of underrepresented groups; to recruit, employ and promote qualified members of formerly excluded groups; and to ensure nondiscrimination in all terms and conditions of employment, including work assignments, educational and training opportunities, use of facilities, and opportunities to serve on committees and decision-making bodies.

Equal Employment Opportunity counselors are available to assist staff who believe that discrimination has taken place. A process for filing a complaint is included in extension's Equal Employment Opportunity/Affirmative Action Plan. Each regional and county office maintains a copy of the plan.

All University of Missouri Extension employees are to provide more employment opportunity and program participation for underutilized and underrepresented clients, employees and applicants. Employees are to identify and remove barriers to equitable employment and program participation, giving clients and employees opportunities to serve on committees and decision-making bodies.

Ephasis on diversity

Emphasis on diversity supports EEO/AA programs and goes beyond. University of Missouri Extension's emphasis on diversity results from the organization's need to accommodate changes in the work force and population. These changes compel extension to go beyond EEO/AA by choice, changing its staffing, operations and programming to continue making a difference in the issues that are important to people in the counties. The emphasis on diversity is driven by extension's need to be effective, productive and relevant. These changes made by extension are voluntary and are designed to fit the needs and circumstances of the local population. University of Missouri Extension includes people from all cultural groups because they are important parts of the changing work force and population, and because their inclusion as an integral part of extension's staff, programs and audiences is crucial for effective extension programming.

University of Missouri personnel policy manual

The council is very active/involved in the employment of university extension personnel. As stated above, the council makes recommendations concerning the appointment or removal of extension personnel. Therefore, the council should be familiar with and comply with with the guidelines in the University of Missouri Human Resources (HR) Policy Manual. Councils should be familiar with HR Policy Manual - Employment Section. In particular Section 110, Interviewing. We highly recommend the council become familiar with the entire employment section.

Additional resources

Councils are encouraged to consult with appropriate County Program Directors, Regional Director(s), and other extension personnel who can provide assistance in the employment process.

The University of Missouri Extension Office of Human Resource Development can be of particular assistance. In addition to providing expert answers to employment/recruitment questions, the office can also advise councils on the recruitment process and what stage of recruitment a particular position is in.

The Affirmative Action/Equal Employment Officer and Director of Diversity is also available to respond to questions and concerns regarding equal employment, discrimination, diversity, etc.

MU Extension Equal opportunity / ADA nondiscrimination statement

Nondiscrimination and accessibility information for faculty and staff

MU Division of Inclusion, Diversity and Equity

Example timesheet for county council employees (XLS)