New Hire Orientation Louisiana Technical College Region 9
Topics of Discussion Welcome Region 9 Organization Brief Overview Safety Trainings Safety Rules ADA Violence in the Workplace Harassment Drug-Free Workplace Return to Work Driver’s Safety Compliance HR Training FMLA Outside Employment Disclosure
Region 9 Organization For over 75 years, LTC –Region 9 campuses have served the various education needs of the residents of Ascension, St. Helena, Tangipahoa, Washington, and surrounding parishes. House Bill 505, which became ACT 506 of the 2005 Regular Legislative Session, required reorganization of the Louisiana Technical College (LTC). The ACT outlines a study for the reorganization plan and establishes a March 2006 deadline for its implementation. Because of the System’s strong commitment to technical education and the important role that its plays in building a strong economic for the State, at the July 13, 2005 meeting of the Board, Kathy Sellers Johnson, Chair of the Louisiana Community and Technical College System (LCTCS) Board of Supervisors, formally appointed the LTC Ad-Hoc Committee. The LTC Ad-Hoc Committee was established to review and evaluate the organizational structure of the Louisiana Technical College (LTC). In accordance with Legislative Act 506, LTC Region 9 emerged June 1, 2006 under the direction of Regional Director William S. Wainwright who also serves as Dean of the Sullivan Main Campus and supervises campus administrators at the Ascension, Florida Parishes, and Hammond Area Branch Campuses.
A MESSAGE FROM THE REGIONAL DIRECTOR July 1, 2006 serves a milestone for Louisiana Technical College Region 9. Continued dedication to quality technical training, the rebuild of the gulf coast region, and building “communities of practice” will continue to serve as strategic priorities. Successful partnerships with business and industry, post-secondary and secondary institutions, and local communities will serve as a road map to ensure the success of our region. I appreciate your continued support as we deliver quality training programs that meet the needs of the workforce for the 21st century.
Mission The mission of Region 9 is to provide relevant technical and academic education needed by individuals to make informed and meaningful occupational choices, to train and re-train individuals to qualify for employment in existing or potential occupational fields, and to mesh in a system of articulation with secondary and postsecondary technical colleges/higher education institutions to continue training and to upgrade skills and education credentials of the workforce.
Objectives Louisiana Technical College Region 9 accomplishes its basic function and strives to attain its major concepts through achievement of the following primary objectives: To provide students with educational experiences which will help them to be responsible, self-directing individuals. To present programs that convey occupational-related information to enable individuals to develop occupational skills, positive attitudes, and effective safety habits. To provide a learning-work environment which encourages the practice of effective safety habits. To maintain relationships with area business and industrial communities for mutual growth by exploring together needs, methods, and technology.
Governing Board The Board of Supervisors of the Louisiana Community and Technical College System (LCTCS) is the clearly defined, legally constituted governing board for the college. The LCTCS Board was established in the state constitution after a vote of the citizens of the state. Senate Bill Number 1, a joint resolution, and Senate Bill Number 2 of the First Extraordinary Session of 1998, which called for the amendments to the state constitution, set the effective date for the Board as July 1, 1999, and also list the changes which were made to the constitution and the Revised Statutes (RS) in order to set up the Board. LCTCS is composed of two divisions, the vocational-technical division (Louisiana Technical Colleges – LTC) and the Community College division. The powers and duties of the LCTCS Board are established in the Louisiana constitution in Chapter 8, Section 7.1. The LCTCS Board operates under the Board of Regents, which oversees all public postsecondary education. The Board of Regents for Higher Education is established by the Louisiana constitution in Chapter 8, Section 5. The LCTCS Board is composed of fifteen (15) members appointed by the Governor plus two (2) additional student members. The current members of the LCTCS Board can be found at the website: http://www.lctcs.edu.http://www.lctcs.edu
ACCREDITATION Louisiana Technical College Region 9 campuses are accredited by the Accrediting Commission of the Council on Occupational Education (COE). Address of the COE: Gary Puckett, Executive Director Council on Occupational Education 41 Perimeter Center East, NE, Suite 640 Atlanta, GA 30346 PH: (770) 396-3898 or (800) 917-2081 FX: (770) 396-3790 Website:www.council.orgwww.council.org
SERVICE AREA OF REGION 9 The Louisiana Technical College System is a statewide technical and vocational education system composed of eight (8) regions with forty (40) college campuses consisting of a multicultural population encompassing much diversification in the ideas, traditions, values, skills, and arts. Region 9 campuses serve residents of Ascension, St. Helena, Tangipahoa, Washington, and surrounding parishes.
PERFORMANCE STANDARDS Louisiana Technical College- Region 9 has made a commitment to students and to the community to provide the best service possible. In order to achieve this goal, the College has established certain standards that should help employees meet this commitment. Each employee of LTC- Region 9 is expected to display a sense of professionalism and a feeling of loyalty to the College at all times. The responsibility for developing in students desirable attitudes and character traits, and developing their occupational skills and work habits, is incorporated into the College’s mission; therefore, it behooves every employee to make an earnest effort to instill in students the lessons that good public relations, loyalty to one’s employer and cooperation with one’s coworkers are character traits of the utmost importance in all fields of employment. While employed with the College, an employee should follow these guidelines. When an employee fails to meet these guidelines, a supervisor may choose to take disciplinary action. The guidelines should not be construed as complete and the employee should understand that additional standards may be expected.
Schedules Work Schedule All employees, classified and unclassified, shall maintain a work schedule approved by campus administration. Instructors will utilize the time before and after classes in preparation for the next day’s instruction and/or other duties essential to the daily operation of the College and their respective programs. Flexible Time From time to time it may be in the best interest of the College for an employee to work hours that are different from the established work week. In these instances, flexible time arrangements may be negotiated on a case-by-case basis between the supervisor and the employee.
STANDARDS OF CONDUCT The employees of Louisiana Technical College- Region 9 should always conduct themselves in a dignified and professional manner and must meet the requirements of the LCTCS Code of Conduct policy. Behavior which is incompatible with the mission and goals of the College will not be tolerated.LCTCS Code of Conduct policy
EQUAL OPPORTUNITY STATEMENT In compliance with Title VI, Title XI, and Section 504 of the Rehabilitation Act of 1973, the Louisiana Technical College – Region 9 campuses uphold the following policy: Louisiana Technical College – Region 9 campuses adhere to the equal opportunity provisions of federal civil rights laws and regulations that are applicable to this agency. Therefore, no one will be discriminated against on the basis of race, color, national origin (Title VI of the Civil Rights Act of 1964); sex (Title IX of the Education Amendments of 1972); disability (Section 504 of the Rehabilitation Act of 1973); or age (Age Discrimination Act of 1975) in attaining educational goals and objectives and in the administration of personnel policies and procedures. Anyone with questions regarding this policy may contact Mr. William S. Wainwright, Regional Director, at (985) 732-6640.
Payroll In order to receive a payroll check, new LTC Region 9 employees must complete and submit the appropriate forms to the Office of Human Resources. The Office of Human Resources has all forms that must be completed by the new employee and his/her immediate supervisor in order to be paid. These forms include, but are not limited to, state and federal tax forms, general information forms, applications, and employment eligibility forms. It is important that the appropriate forms are completed thoroughly and correctly in order for new employee to be paid properly and in a timely fashion. In addition, each employee must sign his/her bi-weekly timesheet at the end of each pay period in order to be paid.
Withholding Taxes Federal Each employee is subject to pay federal withholding taxes based on the information provided on the Form W-4. Federal tax withholdings are taken in accordance with the most recent Internal Revenue Service Circular and are calculated based on annual earnings. It is important that all employees complete a Form W-4 in order to be paid properly. If a Form W-4 is not on file for an employee, the maximum tax deduction will be made from the employee's payroll check based on the Circular. State Each employee is subject to pay state withholding taxes based on the information provided on the employee's Form L- 4. The Form L-4 indicates the number of withholding exemptions and credits claimed. State tax withholding is taken in accordance with the most recently completed Form L-4 on file in the Office of Human Resources. State taxes will be withheld at the maximum amount allowed if no Form L-4 is on file. FICA If an employee is subject to contribute to the FICA (Federal Insurance Compensation Act) system, which is the combined current social security tax rate and the current Medicare tax rate, the employee must pay the current percentage of his/her gross taxable wage base up to the current salary level established by Congress. Medicare Taxes Employees who qualify for a state retirement plan must pay Medicare taxes. There is no limit on the wages subject to the Medicare tax, and, therefore, all covered wages are subject to the current Medicare tax rate. Retirement Contributions Eligible employees are required to enroll in a state retirement system. Retirement benefits and contribution requirements for LTC Region 9 employees are mandated by the Teachers' Retirement System of Louisiana and the Louisiana State Employees' Retirement System (LASERS). The percentage contribution of each employee to his/her retirement plan is matched with a certain percentage by the College. Annually, the percentages for the State Retirement Plan, Teachers' Retirement Plan, and the Optional Retirement Plan (ORP) are set by each plan. For more specific information regarding retirement contributions, contact the Office of Human Resources.
Direct Deposit (LCTCS Policy 6.004) Direct deposit of net pay is a fast, safe, proven and free service provided to employees by organizations. All employees of all entities who are paid through the LCTCS Centralized Payroll will be required to participate in direct deposit of net pay to his/her financial institution. The direct deposit hardship exemption requires completion of a Direct Deposit Waiver form and submission of such form to the centralized payroll office of the LCTCS. Notification of approval or denial of such a request will be made within seven working days of receipt of the Direct Deposit Waiver form. Hardship exemption considerations will mirror those put in place by the State Division of Administration. NOTE: It will take 2 – 3 pay periods for your Direct Deposit to come into effect.
PERFORMANCE EVALUATION OF UNCLASSIFIED STAFF Evaluation of all staff members will be performed annually by appropriate campus administration with assistance of department heads in supervisory positions. The evaluation process should provide a climate for encouraging each employee to reach his/her maximum potential. The goal of an evaluation is to ensure fairness and equity of performance appraisal through the establishment of mutual trust and open communication. Implicit in evaluation is the idea that expectations are clearly defined, written, discussed and agreed upon the individual and the supervisor. The ultimate value of evaluation is overall improvement of the individual and the College. The College has adopted the LCTCS Professional/Administrative Evaluation and Planning Form for Unclassified Employees Form for its annual unclassified evaluation process.LCTCS Professional/Administrative Evaluation and Planning Form for Unclassified Employees Form
PERFORMANCE EVALUATION OF FACULTY PERFORMANCE EVALUATION OF FACULTY The formal evaluation process is composed of three parts: Self-Evaluation Evaluation by immediate supervisor or department head Evaluation by appropriate administrative personnel. After all evaluation instruments have been completed, a meeting is held with the employee, the department head or immediate supervisor when applicable, and appropriate campus administration to review the evaluation. A rating of Needs Improvement for the overall evaluation is used if the employee has met some requirements but there are areas where he/she needs improvement to meet requirements of the position, or where performance fluctuates between satisfactory and unsatisfactory. An overall rating of Needs Improvement requires that a Performance Improvement Plan be established for the employee with a follow-up performance evaluation required 90 days from the date of the Needs Improvement performance rating. Evaluation of all faculty members will be performed at the end of each term by students in each instructor’s class. Appropriate campus administration will supervise the student evaluations and discuss them with the instructors.
PERFORMANCE EVALUATION OF CLASSIFIED STAFF (SERVICE RATINGS) Annual Service Ratings are conducted on all permanent classified employees as required by the State of Louisiana Civil Service Rules.
COLLEGE POLICIES In accordance with the LCTCS Code of Conduct policy, employees shall adhere to all federal, state, and municipal laws and ordinances. They shall also adhere to all college and system policies and procedures, as well as other guidelines and rules of all regulating agencies or entities having jurisdiction over College activities.Code of Conduct REFERRAL STATEMENT PERTAINING TO NEW POLICIES ISSUED BY LCTCS The Louisiana Community and Technical College System is undergoing major revisions to all of its policies at this time. Louisiana Technical College Region 9 is part of this System. Due to this constant change, please refer to the following websites for current policies: LCTCS policies: http://www.lctcs.edu/policies.html.http://www.lctcs.edu/policies.html Click on links to departmental sections: AcademicStudent ServiceseLearningFacilities FinanceHuman ResourcesInformation Technology LTC Website policies: www.ltc.edu/policieswww.ltc.edu/policies Click on links to departmental sections: AcademicsStudentsFacilities and Property Finance and BudgetHuman ResourcesInformation Technology All faculty and staff are requested to review these policies periodically.
Safety Requirements Employees must work safely and efficiently as they perform their campus duties. The employees’ responsibilities are as follows: Work according to accepted safety practices Report unsafe conditions and practices Observe safety rules and regulations Make safety suggestions Serve on safety committees Ask for assistance or further explanation if a task is unclear or seems unsafe. Use the Region 9 Safety Handbook for reference and the Louisiana Community and Technical College Safety Policies.
Safety Rules 1. Smoke only in approved outside areas. All facilities of LTC Region 9 are smoke-free facilities. 2. Horseplay and fighting will not be tolerated in the work place. 3. Possession of unauthorized firearms, alcoholic beverages, illegal drugs, or unauthorized medically prescribed drugs will not be tolerated in the work place. Inform your immediate supervisor if you are required to take medication during work hours. Written medical evidence stating that the medication will not adversely affect your decision making or physical ability may be required. 4. Before beginning work, notify your supervisor of any permanent or temporary impairment that may reduce your ability to perform in a safe manner. 5. Use personal protective equipment to protect yourself from potential hazards that cannot be eliminated. 6. Operate equipment only if you are trained and authorized. 7. Inspect the workstation for potential hazards and ensure that the equipment or vehicle is in the safe operating condition before using it. 8. Immediately report any recognized potentially unsafe conditions or act to your lead instructor/supervisor. 9. If there is any doubt about the safe work method to be used, consult the instructor before beginning work. 10. Immediately report accidents, near misses, and property damage to an instructor regardless of the severity. 11. Instructors should obtain special safety permits when required. 12. Follow recommended work procedures outlined for the job including safe work methods described in the job safety analysis. 13. Maintain an orderly environment and work procedure. All tools and equipment are to be stored in a designated place. Put scrap and waste material in a designated refuse container. 14. Report any smoke, fire, or unusual odors to your instructor/supervisor. 15. Use proper lifting techniques. For objects exceeding 50 pounds in weight, the instructor must determine specific methods for safe lifting. 16. Never attempt to catch a falling object. 17. If your work creates a potential slip or trip hazard, use safety tape to tag the area before leaving it unattended. 18. Fasten restraint belts before starting any motor vehicle. 19. Obey all driver safety instructions. 20. Comply with all traffic signs, signals, markers, and persons designated to direct traffic. 21. Know departmental rules regarding first aid, evacuation routes, and fire department notification. 22. Adhere to departmental rules and procedures specific to departmental operations. 23. Assist and cooperate with all safety investigations and inspections and assist in implementing safety procedures as requested. Employees who do not comply with agency safety rules will not be considered desirable for employment with the State of Louisiana.
Americans with Disabilities Act (ADA) LTC Policy # HR1930.503 It is the policy of Louisiana Technical College to provide equal opportunity for all qualified persons without regard to disability in the recruitment of, admission or accessibility to, participation and treatment in, or employment in the programs and activities operated and sponsored by the LTC. Pursuant to the ADA Act of 1990, Rehabilitation Act of 1973, and other regulated federal and state law the LTC prohibits discrimination against persons with a disability and is committed to providing an atmosphere conducive for persons with disabilities. Definitions: Individual with a disability- A person, who has a physical or mental impairment that substantially limits one or major life activities, has a record of such impairments. Undue Hardship- an action requiring significant difficulty or expense, in consideration, of the institution's size, financial resources, and the structure of the operation. LTC will provide reasonable accommodations to disabled individuals upon request, unless the accommodation would impose an “undue hardship.” Reasonable accommodations may include, but are not limited to: making existing facilities readily accessible, job restructuring, modified work schedules, reassignment, and acquiring modified equipment or devices. Employer is not required to lower production standards, quality standards, or provide personal items to make an accommodation. Requests for reasonable accommodation should go through Regional Human Resources. Complaints of Disability Discrimination Complaints of disability discrimination should be reported to the Regional Office of Human Resources. The LTC will not tolerate any type of retaliation against an individual requesting an accommodation. Violation of this policy is subject to disciplinary action up to and including termination. Persons who violate may also be subject to civil damages or criminal penalties.
Violence in the Workplace LTC Policy # HR1930.596 Every employee has a reasonable expectation to perform his/her assigned duties in an atmosphere free from threats and acts of violence. Louisiana Technical College will not tolerate threats or acts of violence, including acts of domestic violence, in the workplace. All firearms and dangerous weapons are banned from the workplace. Retaliation against any employee who reports a threat or act of violence or assists LTC in the investigation of a complaint is strictly prohibited. No employee shall intentionally bring false charges against another person or employee in the workplace.
Violence in the Workplace Continued Definitions: Acts of Violence- include any physical actions, with or without a dangerous weapon, whether intentional or in reckless disregard, that harms or threatens the safety of another individual Threat of Violence- any act or statement, which by its very nature causes a reasonable person to fear for his/her safety or that of another person Domestic Violence- a pattern of coercive behavior that is used by one person to gain power and control over another which include physical violence; sexual, emotional or psychological intimidation; verbal abuse; stalking or economic control. Dangerous Weapon- policy defines as any firearm, knife, gas, liquid, or other substances or instrumentality, which, in the manner used, is calculated or likely to product death or bodily harm. Workplace- includes all LTC facilities, premises or equipment and any location, leased or otherwise, where LTC employees are engaged in LTC business. Employee Responsibilities Should, were warranted, call emergency services (911) when experiencing or observing imminent violence or an actual incident of violence. Should, intervene only if doing so would not subject themselves or others to bodily harm. Should, if he/she believes a crime has been committed against him/her, report it to the proper law enforcement agency. Shall report any violation of this policy to his/her immediate supervisor, or the nearest member of management. Such reports will be promptly and thoroughly investigated. Shall notify his/her supervisor of any restraining orders or civil protective orders against individuals barred from the workplace. Roles and Responsibilities of Supervisors, Appointing Authorities, Human Resources, and Safety Officers are also addressed in the Policy. Enforcement Employees who violate this policy will be subject to disciplinary action. In most cases, termination will result from violation of this policy. Non-employee violations of this policy will be handled in accordance with applicable laws.
Harassment LTC Policy # HR 1930.537 & LCTCS Policy # 6.011 LTC considers harassment and discrimination to be a serious offense. The Technical College, in accordance with the EEOC, Office of Civil Rights and state regulations, prohibit harassment, including sexual harassment and other forms of unlawful harassment. Definitions: Sexual Harassment- unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communications deemed to constitute harassment of a sexual nature. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment Submission or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual Such conduct has the purpose and effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. Workplace Harassment- persistent infringements on an employees’ right to a comfortable work environment, and it is a form of misconduct that undermines the integrity of the employment relationship. No employee- male or female – is to be subjected to unsolicited and unwelcome overtures or conduct, verbally, visually, physically or by electronically transmitted means. Harassment- is physical, verbal and visual conduct that creates an intimidating, offensive, or hostile environment, which interferes with work performance. This includes harassment because of race, sex, sexual orientation, religious creed, color, national origin, ancestry, disability or medical condition, age, or any other basis protected by federal, state, or local law, ordinance or regulation.
Harassment (continued) Individual Rights Harassment imposes on an individual’s right to have a comfortable and suitable work environment. Individuals must refrain from any form of harassment and should always treat others with respect. Reporting Harassment If an individual believes he/she has been the subject of harassment, he/she should make their unease or disapproval known to the harasser; make a written record of the date, time, nature of incident and name of witnesses; and/or report the incident to their immediate supervisor or Regional Office of Human Resources. The LCTCS Policy includes a discrimination/harassment complaint form. All incidents of harassment should be reported regardless of the seriousness with urgency. The complainant is not required to report the incidents to the person engaging in the harassment. Investigation of Complaints- Complaints of harassment will be investigated promptly and in as impartial and confidential a manner as possible. Non-Compliance- Individuals who violate this policy will be subject to disciplinary action up to and including termination. Persons who violate this policy may also be subject to civil damages and criminal penalties.
Drug Free Workplace/ Substance Abuse Policy LCTCS Policy # 6.030 LTC is committed to maintaining a drug free workplace. The illegal use of drugs or alcohol for consumption within Region 9 interferes with the accomplishment of this mission. Various federal and sate laws and regulations apply to employees of the LTC including Federal Drug Free Workplace Act of 1988, the Drug-Free Schools and Communities Acts Amendments of 1989, and Revised Statutes of the State of Louisiana. Definitions: Drug free workplace- a site for the performance of work at which employees are prohibited from engaging in the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in accordance with the requirements of the federal Drug Free Workplace Act of 1988. Controlled substance- a controlled substance in schedules I through V of Louisiana R.S. 40:964 or Section 202 of the Controlled Substances Act, 21 U.S.C. 812. Misuse of alcohol- any possession, consumption or other use of an alcoholic beverage in violation of this policy. Alcohol misuse is prohibited extending to: Use of alcohol on the job Use of alcohol during the four hours before performance of safety-sensitive and security sensitive functions Having a prohibited alcohol concentration level in the individual’s blood system while on the job.
Drug Free Workplace/ Substance Abuse Policy Continued Drugs/Medication The use of drugs/medications prescribed by a licensed physician is permitted provided that it will not affect the employee’s work performance. LTC reserves the right to have a licensed physician of its own choice determine if the use of a prescription drug/medication produces effects which may impair the employee’s performance or increase the risk of injury to the employee or others. If such is the case, LTC reserves the right to suspend work activity during period of incapacity. Drug Testing LTC reserves the right to require drug screening for pre-employment, re-employment, or reinstatement. Drug testing/screening is performed for any or all of the following classes of drugs: marijuana, opioids, cocaine, amphetamines, and phencyclidine. All employees are subject to being tested for drugs under the following circumstances: Commercial Driver’s License Requirement Post-Accident/Incident that occurs during the course and scope of an employee’s employment Rehabilitative- required as part of a monitoring program established by the employer to assure compliance with terms of rehabilitation agreement. Random Drug Testing- LTC reserves the right to use random drug testing for those employees in safety-sensitive and security-sensitive positions where any form of substance abuse may affect the operation of the department through unsafe work behavior/performance or error in judgment, or where substance abuse could jeopardize the safety and well-being of employees, other personnel, or the general public.. Rights of the Employee Any employee, confirmed positive, upon written request, shall have the right of access within seven working days to records relating to his drug tests and any records relating to the results of any relevant certification, review, or suspension/revocation-of-certification proceedings. LTC may, but not required to, afford an employee whose test is certified positive by the medical review officer the opportunity to undergo rehabilitation without termination of employment. Expectation of Privacy- Employees are hereby notified that LTC officers and work sites are the property of the LTC and there is no expectation of privacy with regard to LTC offices and work sites. Under appropriate circumstances and in accordance with the law, the LTC, in conjunction with law enforcement authorities, reserves the right to conduct unannounced searches and inspection of LTC facilities and properties, including state-owned vehicles. Notification Requirements- The Federal Drug-Free Workplace Act of 1988 requires that each employee notify his/her supervisor within five days of conviction of any criminal drug statutes when such offense occurred in the workplace, while on official business, during work hours, or when in on-call status. Employees whose jobs require driving, are required to notify their supervisor immediately if their driving privileges are suspended or revoked.
Return to Work LTC Policy # HR500.598 The health and well being of all employees is of great importance to LTC. The LTC will make reasonable effect to return to the workplace employees who have sustained job-related injuries or illness, and, as a result, are temporarily prevented from returning to their full former employment. To return an employee to the workplace, LTC will make reasonable efforts to place the returning employee into a meaningful assignment, which he/she can perform while on light or limited duty on a temporary basis. This policy will also apply to injuries or illnesses that occur off the job when the employee returns after an absence of ten or more working days. Applicability To be eligible for the Return-to-Work Program, an employee must be off work as a result of work related injuries, illnesses, or diseases; be receiving Worker’s Compensation (unless injury/illness occurred off the job and the employee has been absent 10 working days); and have the treating physician's approval to return to transitional/light duty or work. Employee Responsibility Report injury immediately to supervisor Complete all needed paperwork Follow LTC rules and practices Maintain contact with supervisor Provide regular updates, at least bi-monthly, with reports on status of availability to return to the supervisor. Return to offered modified duty (if any) which is within medical restrictions (if any) as set by the treating physician.
Driver’s Safety Compliance Training Every 3 years all faculty and staff must successfully complete an online driver’s safety course at: Office of Risk Management's (ORM) Defensive Driving online course. New Hires MUST complete this training within 30 days of hire. http://www.brcc.cc.la.us/oldt/launch.htm There is a certificate of completion at the end of this training that you must submit to HR.
Material Safety Data Sheets Are to be provided by Supplier’s with all deliveries MUST be Accessible to EVERYONE in the workplace Must be current Must be made available to attending physician in the event of exposure
DEFINITIONS Flammable: ANY substance easily ignited and quick burning, including liquids with a flash point below 95 degrees Fahrenheit. Toxic: ANY substance (alone or via chemical reaction) able to cause harm/produce injury to the body through absorption, ingestion, inhalation, or injection. Caustic: ANY substance able to burn, damage or destroy organic tissue by chemical reaction; Corrosive.
Definition cont’d Flash point-- the lowest temperature at which a liquid produces enough vapor to ignite. Density--(% of Water & Air); Specific Gravity
Definition cont’d PEL–-Permissible Exposure Limit is the standard recognized by industry as the maximum amount or concentration of a chemical that a worker may be exposed to. TLV—Threshold Limit Value is a recommended limit for chemical substance exposures, similar to the PEL but most often more restrictive than the PEL. TWA–- an 8-hour Time-Weighted Average is the concentration the average worker can be exposed during an 8-hour workday, day after day, without harmful effects. STEL— “Short Term Exposure Limit” is a 15 minute period. Ceiling—the maximum ( C ) concentration never to be exceeded.
Definition cont’d Lethal Dose 50 ( LD 50) is the amount of a substance that, when administered by a defined route of entry (e.g. oral or dermal) over a specified period of time, is expected to cause the death of 50% of a defined animal population.
Definition cont’d Lethal Concentration 50 ( LC 50 ) is the amount of a substance in air that, when given by inhalation over a specified period of time, is expected to cause the death in 50% of a defined animal population.
R EADING THE MSDS Identity The chemical name, trade name and manufacturers name, address and emergency phone number can be found here. Ingredients Includes: substance, % content, CAS Number, Classification, EINECS Hazards Identification Dangers for humans and the environment such as: Most important hazards & Specific hazards First Aid gives instructions on what to do in case of eye contact, skin contact or ingestion
READING THE MSDS cont’d Fire Fighting Suitable extinguishing media, Unsuitable extinguishing media, Special hazards in fire, Required special protective equipment for fire-fighters Accidental Release Measures/Spill Clean-up Personal precautions, Environmental precautions, Methods for cleaning Handling and Storage Exposure Controls and Personal Protection Information on proper PPE to use, how to store and temperature limits
READING THE MSDS cont’d Physical and Chemical Properties Appearance, Odor, pH, Boiling point, Melting point, Flashpoint, Explosive properties, Vapor pressure, Relative density, Solubility Stability and Reactivity Conditions to avoid, Materials to avoid, Hazardous decomposition products Toxicology Acute toxicity, Local effects. Excessive exposure may affect human health as follows: Skin contact, Eye contact, Inhalation/ingestion. Ecological Information Lists any dangers to the environment Disposal Lists any special disposal methods
Reading the MSDS cont’d Transport Information lists codes indicating the dangers and the type of transport which may be needed Regulations Lists any agency that may regulate this product Other Information Recommendations/restrictions, Sources of key data used to compile Safety Data Sheet
BLOODBORNE PATHOGENS THE OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION STANDARD
INTRODUCTION What is the bloodborne pathogens standard? Who needs bloodborne pathogens (BBP) training? What content needs to be included?
OSHA’S EXPECTATIONS Employers Duties –identify job risks and classify –provide appropriate training –provide a plan –provide appropriate equipment Compliance Employees Duties –follow employer’s plan –know job classification –complete training –use equipment provided by employer Compliance
OSHA REQUIRED INFORMATION Documents General explanation of bloodborne pathogens Hepatitis B immunization Explanation of tasks that may involve exposure
BLOODBORNE PATHOGENS DEFINED Disease-causing microorganisms that may be present in human blood or OPIM (other potentially infectious material) –Viruses –Bacteria –Parasites
MODES OF TRANSMISSION Puncture wounds or cuts Contact (touch, splash, or spray) with blood or OPIM on: –mucous membrane –non-intact skin cuts, abrasions, burns acne, rashes papercuts, hangnails –contaminated sharps
RISK OF EXPOSURE Objective of BBP standard is to minimize or eliminate the hazard posed by work that may expose one to blood or OPIM
RISK OF EXPOSURE If a risk of exposure exists one should know: –if there is a way to prevent infection –symptoms and course of infection –availability of counseling –availability of post- exposure treatment & follow-up
OCCUPATIONAL EXPOSURE INCIDENTS Occupational contact with blood or OPIM is considered an exposure incident If an exposure occurs: –wash with soap & water –report incident –document incident –seek “immediate” medical evaluation –follow employer’s exposure control plan
IMMEDIATE MEDICAL EVALUATION “Immediate” means prompt medical evaluation and prophylaxis An exact timeline cannot be stated Time limits on effectiveness of prophylactic measures vary depending on the infection of concern
REPORTING AN INCIDENT Date and time of incident Job classification Location in the worksite where incident occurred Work practice being followed Engineering controls in use Procedure being performed PPE in use Minimal Information to Report
MEDICAL EVALUATION POST EXPOSURE Entitled to confidential medical evaluation Personal decision about blood testing Blood may be tested only with consent Blood may be stored for 90 days, while considering testing Interpretation of any test results occurs with health care provider
BLOOD TESTING Blood may be tested for antibodies to: –Human Immunodeficiency Virus (HIV) –Hepatitis C Virus (HCV) –Hepatitis B Virus (HBV) –Other disease-causing organisms Source blood may also be tested with consent Results of tests of source blood will be made known to exposed person
SPECIFIC BLOODBORNE PATHOGENS Definition Signs and symptoms Course of infection Prevention and control Post-exposure prophy- laxis and follow-up care
HIV DEFINED HIV is Human Immunodeficiency Virus HIV can cause acquired immune deficiency syndrome (AIDS) Risk of HIV infection from a puncture injury exposure to HIV infected blood is very low -- 0.3%
SIGNS & SYMPTOMS OF HIV Signs and symptoms include: –Weight loss –Night sweats or fever –Gland swelling or pain –Muscle and/or joint pain Cannot rely on signs and symptoms to confirm if one is infected
COURSE OF INFECTION WITH HIV Incubation period from HIV infection to AIDS can be 8 to 10 years Varies greatly among individuals
HIV PREVENTION There is no vaccine to prevent HIV infection Follow Universal Precautions
HIV POST-EXPOSURE PROPHYLAXIS & FOLLOW-UP No cure for HIV infection Testing schedule for HIV antibodies –at time of exposure –at 3 months –at 6 months HIV antibodies usually become detectable within 3 months of infection Treatment requires health care provider OSHA requires treatment that meets most recent CDC guidelines Treatment may include antiviral medications and a protease inhibitor
HCV DEFINED HCV is Hepatitis C Virus It affects the liver It is most common chronic bloodborne infection in US Needlestick injury is only occupational risk factor associated with HCV Risk of HCV infection after exposure to HCV infected blood is 1.8% 70 to 75% of those with acute HCV infection have no symptoms
SIGNS & SYMPTOMS OF HCV Jaundice - yellow color to skin and whites of eyes Fatique Headache Abdominal Pain Loss of appetite Nausea and vomiting
COURSE OF HCV INFECTION Incubation period averages 7 weeks Chronic liver disease may occur in 70% of those infected with HCV
HCV PREVENTION No vaccine exists to prevent HCV infection Follow Universal Precautions
HCV POST-EXPOSURE PROPHYLAXIS & FOLLOW-UP No cure for HCV No post-exposure pro- phylaxis recommended Tests for HCV anti- bodies & liver function recommended at time of exposure Tests should be repeated 4-6 months post exposure Treatment of HCV requires a health care provider OSHA requires treat- ment that meets most recent CDC guidelines HCV infection treatment may include liver transplant
HBV DEFINED HBV is Hepatitis B Virus It affects the liver Prevalence of HBV infection among healthcare workers is 10 times greater than HCV infection
SIGNS & SYMPTOMS OF HBV Jaundice - yellow color to the skin and whites of eyes Fatigue Headache Abdominal Pain Loss of appetite Nausea and vomiting
COURSE OF HBV INFECTION Incubation period averages 12 weeks Most cases of HBV resolve without complications Chronic liver disease may occur in 6 to 7% of those infected with HBV
HBV PREVENTION A vaccine does exist to prevent HBV infection Employers are required to offer HBV vaccination HBV vaccination to employees covered under BBP standard Follow Universal Precautions
HBV POST-EXPOSURE PROPHYLAXIS & FOLLOW-UP No cure for HBV infection Post-exposure prophy-laxis should begin within 24 hours; no later than 7 days after exposure Exposed person should receive HBV vaccine Treatment requires health care provider OSHA requires treatment meet CDC’s most recent guidelines HBV infection treatment may require liver transplant
HBV IMMUNIZATION Employees with routine occupational exposure to blood/OPIM have right to HepB vaccination at no personal expense Employee refusal established by signing HepB vaccination declination form Vaccine is Recombivax HB or Energix-B Must be made available within 10 working days of initial assignment to job
HBV VACCINATION SCHEDULE Vaccine given in 3 doses over 6 months –1st on initial assignment –2nd one month later –3rd five months after 2nd dose CDC recommends HepB antibody testing 1 to 2 months following 3rd dose Employer cannot require employee to use health insurance to cover test cost Pre-screening is not required HBV is declining because of vaccine use!
PREVENTION Engineering Controls Work Practice Controls Personal Protective Equipment Universal Precautions
ENGINEERING CONTROLS Design safety into work tools and work space organization Engineering controls can: –Decrease risk of exposure to hazards –Eliminate hazards –Isolate hazards
EXAMPLES OF ENGINEERING CONTROLS Hand and eye washing facilities Sharps container use Biohazard labeling Self-sheathing needles Needleless IV systems
LABELING REGULATED WASTE Label liquid or semi-liquid blood or OPIM Label item(s) contaminated with blood or OPIM Label sharps contaminated with blood or OPIM Label containers holding contaminated equipment for storage, handling and transport
SHARPS CONTAINERS MUST BE: closable and puncture resistant leak proof labeled or color-coded functional sufficient in number easily accessible and main- tainted in upright position replaced per agency policy NOT be overfilled
SHARPS INJURY PROTECTION Reusable sharps require proper handling (mechanical means) and decontamination Retractable needles Needleless systems
WORK PRACTICE CONTROLS Behaviors using engineering controls safely and effectively Work Practice Controls include: –using sharps containers –using an eyewash station –WASHING HANDS after using PPE –cleaning work surfaces –proper laundering
PROHIBITED WORK PRACTICES DO NOT break, shear, bend or recap needles reach into used sharps containers pick up contaminated items, such as broken glass with bare hands use a vacuum cleaner to clean up contaminated items open or empty sharps containers pipette or mouth suction blood or OPIM eat, drink, smoke, apply cosmetics, or handle contact lenses in areas of potential occupational exposure store beverages or food in refrigerators, freezers, or cabinets where blood or OPIM are present
HANDWASHING Readily available facilities Washing after removing PPE Using antiseptic hand cleanser when a sink isn’t readily available
HANDWASHING First roll out paper towel or have towel readily available so as not to touch other surfaces to reach it
HANDWASHING Turn on tap water and adjust temperature Use plenty of soap
HANDWASHING Wash hands using friction on all surfaces for at least 30 seconds
HANDWASHING Dry hands thoroughly DO NOT turn off the water yet
HANDWASHING Turn off tap with a dry part of the towel DO NOT touch surfaces with clean hands
CLEANING Clean work surfaces according to employer’s exposure control plan Use PPE and EPA-approved solution 10% bleach and water must be replaced weekly Place contaminated laundry in color- coded laundry bag, use PPE, and handle as little as possible DO NOT take contaminated materials home to launder!
PERSONAL PROTECTIVE EQUIPMENT (PPE ) Specialized clothing/equipment used for protection when risk of exposure exists Must prevent blood or OPIM from contaminating clothing or skin Must be available at no cost to employee Must be in appropriate sizes Must be in good working condition Must be properly maintained Employee must be trained in proper use
TYPES OF PERSONAL PROTECTIVE EQUIPMENT Gloves Masks Eye shields Gowns/aprons Resuscitation devices
LATEX GLOVES Medical products containing latex must be labeled Allergies to latex are increasing Substitutes for latex-containing materials must be made available
UNIVERSAL PRECAUTIONS Infection control approach that treats all human blood and certain body fluids as if they are known to contain bloodborne pathogens
MATERIALS THAT REQUIRE PRECAUTIONS Blood Semen Vaginal secretions Cerebrospinal, synovial or pleural fluid Body fluids containing visible blood Any unidentifiable body fluid Saliva from dental procedures
MATERIALS THAT DO NOT REQUIRE PRECAUTIONS Universal Precautions do not apply to these fluids UNLESS blood is visible: fecesnasal secretions sputumear secretions sweaturine vomits
BODY SUBSTANCE ISOLATION (BSI) An acceptable alternative to Universal Precautions Treats ALL body fluids and substances as infectious
EXPOSURE CONTROL PLAN Site specific plan provided by employers to protect employees with occupational exposure risk Lists job classifications with exposure risk Identifies engineering controls, work practice controls, PPE and Universal Precautions Identifies who will be trained and trainer Includes record keeping provisions and is reviewed annually
Human Resources Region 9 HR Team HR Website Timekeeping FMLA Outside Employment Annual Enrollment
REGION 9 HR TEAM Joanna Dillman Director of Human Resources 985-732-6640 ext 154 Amanda Hall HR Generalist (Staffing/Contracts) 985-732-6640 ext 156 Donna Perez HR Generalist (Payroll/Benefits) 985-543-4120 ext 103 (M,TH,F) 985-732-6640 ext 155 (T,W)
Region 9 HR Website Region 9 HR Web: http://region9.ltc.eduhttp://region9.ltc.edu > Human Resources Helpful Items Found: Career Opportunities Employment Policies Calendars- Holiday, Payroll Benefit Information Employee Handbook HR Time and Attendance Procedure HR Forms Leave Slips Address Change Form Direct Deposit
Time & Attendance Procedure HR 001 Reviews timekeeping responsibilities for Region 9 Employees. Employees should record attendance on the timesheet each day. It is the employee’s responsibility to notify their supervisor when absent. Failure to do so may result in disciplinary action. Absences should be reported on LTC Leave Slips. These slips must be approved by supervisor and attached to timesheet. Failure to call or notify supervisor for unplanned sick will result in the hours absent being charged as unauthorized leave without pay, unless it is shown that it was medically impossible or impractical to notify the supervisor. Employees are expected to complete timesheet and leave slips for unplanned sick leave taken once he/she returns to work. In the event that an employee takes unplanned sick leave at the end of the pay period, the supervisor will need to complete timesheet and leave slip. When an employee has an unplanned absence for illness or injury that lasts more the 3 consecutive days, the supervisor will notify the HR Department. The employee may be required to provide HR with a medical release stating the employee is fit to resume duties. FMLA request process will be initiated after 5 consecutive days of absence due to 1) birth of a child, or the placement of a child with you for adoption or foster care; 2) a serious health condition that makes you unable to perform the essential functions for your job; or 3) a serious health condition affecting your spouse, child, or parent, for which you are needed to provide care
Timesheets Time and attendance for all LTC Region 9 employees will be reported on Bi-Weekly time and Attendance Record forms. Both employee and supervisor will sign this report certifying the correctness of the entries. The following guidelines are to be followed with regard to Time and Attendance: 1. Timesheets and leave slips must be completed, accurate, and submitted to campus timekeeper by close of business on the Thursday prior to the pay period end date. Any corrections must be submitted to timekeeper by Monday morning. 2. Leave slips should be completed immediately upon return to work if unanticipated leave is taken. If leave if taken at the end of a pay period, Supervisor must complete leave slip. Employees will sign upon return to work. 3. The Supervisor must sign all leave slips before they are turned in to the campus timekeeper. Unsigned leave slips will not be processed in the payroll system. 4. All leave slips for leave taken during the pay period must be turned in to the timekeeper no later than the last day of the pay period. 5. If you are away from campus on school business, please indicate your location and work hours on your timesheet. You must complete a travel authorization form and have it approved ANY time you are away from campus on school business. 6. Any variation from standard work hours will require prior approval of the Supervisor with notification provided to the timekeeper. 7. For instructors who have varying hours during clinical, etc., please show on the timesheet the times in and out and location for each day. Clock in and outMake sure to complete if off campus. Put total hours worked each day. Employees responsibility to total hours worked for the week.
What Is FMLA? FMLA is twelve (12) weeks of job protected leave during a twelve month rolling period for any of the following conditions: FMLA is twelve (12) weeks of job protected leave during a twelve month rolling period for any of the following conditions:
FMLA Qualifying Conditions The birth of a child and/or to care for the child The birth of a child and/or to care for the child Placement of a child through adoption or foster care Placement of a child through adoption or foster care The care of an employee’s spouse, child, or parent who has a serious health condition The care of an employee’s spouse, child, or parent who has a serious health condition The employee’s own serious health condition which prevents the employee from performing their essential duties The employee’s own serious health condition which prevents the employee from performing their essential duties
Requirements for Use of FMLA The employee must provide thirty (30) days advance notice when the leave is “foreseeable”, unless it is medically impossible or impractical to provide such notice The employee must provide thirty (30) days advance notice when the leave is “foreseeable”, unless it is medically impossible or impractical to provide such notice The employee must provide medical certification for all FMLA requests due to a serious health condition of the employee or a covered family member The employee must provide medical certification for all FMLA requests due to a serious health condition of the employee or a covered family member This medical certification must be returned to Human Resources within 15 calendar days of notice to use leave This medical certification must be returned to Human Resources within 15 calendar days of notice to use leave
FMLA Leave Usage LCTCS Board of Supervisors requires that employees use available paid leave prior to using FMLA leave without pay LCTCS Board of Supervisors requires that employees use available paid leave prior to using FMLA leave without pay Paid leave time, as well as any unpaid leave used for any qualifying condition, will count toward the twelve weeks of FMLA leave Paid leave time, as well as any unpaid leave used for any qualifying condition, will count toward the twelve weeks of FMLA leave
Intermittent FMLA Intermittent leave is also allowed under FMLA, with the same requirements for medical certification and leave usage Intermittent leave is also allowed under FMLA, with the same requirements for medical certification and leave usage
FMLA Requirements – Appointing Authority The appointing authority and/or their designated representatives may declare any leave taken after 3 days of absence for a serious health condition where the employee has been under the care of a healthcare provider to be FMLA leave The appointing authority and/or their designated representatives may declare any leave taken after 3 days of absence for a serious health condition where the employee has been under the care of a healthcare provider to be FMLA leave Any employee who has been on FMLA leave and/or absent from work due to illness for 5 or more consecutive days, MUST present a “Physician’s Release to Return to Work” prior to being allowed to resume their job duties Any employee who has been on FMLA leave and/or absent from work due to illness for 5 or more consecutive days, MUST present a “Physician’s Release to Return to Work” prior to being allowed to resume their job duties
Insurance Premium Payments Employees who have their health coverage with the state and are on FMLA leave without pay will have the employer portion of their premium paid by the agency. Employees who have their health coverage with the state and are on FMLA leave without pay will have the employer portion of their premium paid by the agency. It is the employee’s responsibility to work with human resources to arrange for payment of the employee portion of health care premiums, and any other benefit premiums for which continued coverage is desired. It is the employee’s responsibility to work with human resources to arrange for payment of the employee portion of health care premiums, and any other benefit premiums for which continued coverage is desired.
Amendment to FMLA Armed Forces Personnel (Effective 1/30/2008) The Family and Medical Leave Act will now permit a “spouse, son, daughter, parent or next of kin” to take up to 26 workweeks of leave to care for a member of the Armed Forces who is undergoing medical treatment, recuperation or therapy, or is otherwise in outpatient status or on temporary disability retirement for a serious injury or illness The Family and Medical Leave Act will now permit a “spouse, son, daughter, parent or next of kin” to take up to 26 workweeks of leave to care for a member of the Armed Forces who is undergoing medical treatment, recuperation or therapy, or is otherwise in outpatient status or on temporary disability retirement for a serious injury or illness When an employee’s spouse, son, daughter or parent has been notified of a call to active duty, and because of the family member’s call to duty the employee is needed to care for family members, or to attend to the needs of the military member that cannot be addressed due to the military member’s absence, FMLA leave is also permitted for up to 12 weeks When an employee’s spouse, son, daughter or parent has been notified of a call to active duty, and because of the family member’s call to duty the employee is needed to care for family members, or to attend to the needs of the military member that cannot be addressed due to the military member’s absence, FMLA leave is also permitted for up to 12 weeks
Returning from FMLA Employees returning from FMLA must be returned to their former position, or an equivalent position with equivalent benefits. Employees returning from FMLA must be returned to their former position, or an equivalent position with equivalent benefits.
Questions If you have any questions regarding the Family and Medical Leave Act or LCTCS leave policies, please contact your Human Resources representatives. If you have any questions regarding the Family and Medical Leave Act or LCTCS leave policies, please contact your Human Resources representatives.
Employment with any non-LCTCS employer; Contracts to provide consulting, personal or professional services to non-LCTCS employer; Self-employment or operation of business. Outside employment shall be performed only outside of assigned working hours and responsibilities or during a period of paid or unpaid leave.
General consulting, other outside employment or business activities. Serving as an expert witness in an area based upon the employee’s training and experience. Consulting by faculty and staff members of the LCTCS where the consulting services are related to the academic discipline or expertise of the faculty or staff member.
An LCTCS employee may not receive compensation to assist in the passage or defeat of legislation during the fiscal year in which the legislation is pending in the legislature, except from the Louisiana Legislature or any department, institute or agency within the legislative branch. Blanket approvals for outside employment will not be granted. Employment or contractual relationships that are considered to be a violation of Louisiana Code of Governmental Ethics will not be approved.
Full-time employees contemplating outside employment or engaged in outside employment, on the effective date of this Policy, shall: Disclose outside employment in accordance with the policies and procedures established herein. Submit a list of all contracts or other agreements between the LCTCS and the outside employer in which the employee is involved on behalf of the LCTCS and/or and LCTCS institution.. Provide notification to the outside employer that he/she accepts such employment as an individual and not, in any manner, as a representative of the LCTCS and/or LCTCS institution. Comply with any other provisions of this policy.
Chancellor Approval President Approval Chancellor or Designated Administrative Officer Joint Appointments
Under the Louisiana Code of Governmental Ethics, certain outside employment requires review and approval by the Chancellor and may be approved only for academic, administrative and professional employees.
Employment that requires Chancellor approval: Outside employment with an individual or entity seeking to do business with the employee’s unit within LCTCS. Outside employment involving teaching that will result in LCTCS institution credit for the students, which will be conducted on LCTCS time or which will utilize LCTCS property or services. Outside employment that ordinarily would be performed as part of the public service aspect of the LCTCS. Outside employment yielding results that advance a theory of practice in the employee’s field. Outside employment activity that could be accomplished by a contract through LCTCS. Outside employment activity for an individual or entity that has substantial economic interests which may be materially affected by the way in which the employee performs his/her duties and responsibilities as an LCTCS employee.
If such proposed outside employment is with a third party that is contracting with or is seeking to contract with the LCTCS and /or an affected LCTCS institution, the faculty or staff member shall remove himself or herself from any relationship in which he or she would: Approve payments by the LCTCS and/or an LCTCS institution to the third party pursuant to any contract between the LCTCS and/or the LCTCS institution and the third party. Evaluate any work performed by the LCTCS and the LCTCS institution pursuant to a contract between the LCTCS and/or an LCTCS institution and the third party. Negotiate and/or approve any subsequent contracts between the LCTCS and/or the LCTCS institution. Approve the purchase of LCTCS equipment pursuant to the contract with the third party in an amount in excess of $2,000.
Outside employment requiring the approval of a Chancellor also requires a written agreement between the employee and the outside entity that shall contain the following explicit information: General technical or specialized area of endeavor. Specific employment or consulting activities. Duration of employment agreement. Estimated time in hours per week or days per month required for the employment. Employee’s compensation rate and method of payment. Statement that agreement is between employee and outside entity, that employee is not acting as an agent of the LCTCS and/or an LCTCS institution and that the LCTCS and the affected institution bears no liability in the relationship. Statement that the use of the LCTCS and/or the LCTCS institution’s name in connection with the employment activities shall be only upon written authorization of the LCTCS and/or the LCTCS institution.
The outside entity and the employee shall negotiate and draft an agreement meeting all of the requirements herein. If the contract involves trade secrets and commercial or financial information obtained from the outside employer such information may be removed from the agreement before its submission for administrative review. For such agreements, a Chancellor must certify to the following prior to the execution of any contract approved pursuant to this policy: The outside employment activities are not within the employee’s duties and responsibilities to the LCTCS and/or the affected LCTCS institution for which the employee is being compensated by the LCTCS and/or the affected LCTCS institution. The outside employment activities do not conflict, delay or in any manner interfere with instructional, scholarly and/or other services that the employee is obligated to perform for the LCTCS and/or the affected LCTCS institution. The consulting activities to be performed are within the academic or professional discipline of the employee or are related to the area of expertise in which the employee is employed by the LCTCS and/or the affected LCTCS institution. Following approval and execution, the appropriate Chancellor shall receive a copy of the executed agreement. Copies of approval forms, certifications and the executed agreement shall be kept in a permanent file by the Chancellor or his designee until at least three years beyond the expiration of the agreement.
The following types of outside employment require review and approval by the President in addition to campus approval: Outside employment involving public policy. Outside employment of a Chancellor. Outside employment or contracts by employees for professional, personal, consulting and social services with a department, commission, council, board, office, bureau, committee, institution, agency, government, corporation, or any other establishment of the Executive Branch of the State of Louisiana.
All other outside employment may be approved through normal administrative channels by the Chancellor or by a campus administrative officer designated by the Chancellor.
If the outside employment involves employees from more than one department or campus, or if it involves an employee holding joint appointments, action by the appropriate administrative officers of the affected campuses is required.
The appropriate campus administrators, including chairs, directors, deans and vice chancellors, are responsible for determining the circumstances under which LCTCS and/or LCTCS institutions personnel, laboratories, services and equipment may be used in connection with outside employment of LCTCS employees. When LCTCS owned facilities, equipment or other resources are needed or required for any reason, a contract between the LCTCS and/or the affected LCTCS institution and the private third party may be executed separately. Compensation to the LCTCS and/or the affected LCTCS institution must be paid at the fair market rate or, if different, at the same rate that such services, facilities, equipment or technology would be available to any qualified non LCTCS user.
The attached written procedures and approval forms, necessary to provide for compliance with this policy, shall be completed by the requesting faculty or staff members and submitted such to the Chancellor or President for review and approval.
An employee is required to report outside employment, as applicable under the policy, on an annual basis. Annually, the Chancellor shall prepare an information report listing all outside employment approved by the Chancellor and currently in force under this policy and any other details which may be requested. Copies of this report shall be sent to the President of the System and to the Board of Supervisors.
Compliance with the provisions of this policy is required by the Louisiana Code of Governmental Ethics. Violation of this policy may result in a violation of the Ethics Code and penalties applicable thereto and/or appropriate sanctions by the LCTCS. All employees, both full-time and part-time, are reminded that they are subject to the Ethics Code.
The Outside Employment Policy and forms can be found on www.lctcs.edu website and also, in the Human Resources office. If you have any additional questions, please contact the Human Resources.www.lctcs.edu