1. McNeese State University
New Employee Orientation

2. EQUAL EMPLOYMENT OPPORTUNITY
Non-Discrimination Policy
Diversity Awareness Policy
Contact Information:
Dr. Rosemary Gray
Office of Special Services and Equity
Smith Hall, Room 125
Box 93248
Lake Charles, Louisiana 70609
(337)
(337) TDD
(337) FAX

3. HIRING Formal Hiring Plans
The University has formal hiring plans for certain Unclassified and Classified employment types.
The following appointment types must be hired through a hiring plan:
Unclassified Employment
Faculty
Non Faculty, Non Classified
Visiting Lecturer
Graduate Assistant
Classified Employment

4. HIRING Approval
The hiring process begins with Executive Staff approval to fill a position and ends with Appointing Authority or delegated Appointing Authority approval to employ an individual in the position. ULS Board approvals and the Department of Civil Service approvals must also take place.
The President of the University is the Appointing Authority. The President delegates Appointing Authority for certain matters to include hiring processes.
The President approves the hiring process for Faculty and Non Faculty, Non Classified appointment types.
The Provost/Vice President of Academic Affairs approves the hiring process for Visiting Lecturer and Graduate Assistant appointment types.
The Director of Human Resources approves the hiring process for Classified employment.
NO EMPLOYMENT MAY BEGIN UNTIL THE HIRING PROCESS IS COMPLETE AND APPROVED BY ALL CONCERNED.

5. SAFETY

6. GENERAL SAFETY PROGRAM
Management Policy
Assignment of Responsibilities
Hazard Control Program
Building Coordinator
Accident / Incident Investigation
Job Safety Analysis
Safety Meetings
General Safety Rules
Residence Halls
Laboratory Safety
Visual Arts
Crafts and Services

7. GENERAL SAFETY PROGRAM - CONTINUED
Hazardous Materials
Hazard Communication
Special Hazards
Candles / Open Flame Devices
Evacuation Procedure for Persons with Disabilities
Emergency Response
Medical / First Aid Program
Blood borne Pathogens
Bomb Threat
Biological, Chemical, Radiological Incident
Natural Disaster
Hazardous Material Incident
Crisis Intervention
Annual Self Audit

8. DRIVER SAFETY PROGRAM General Requirements Employee Enrollment
Accident Reporting

9. EQUIPMENT MANAGEMENT PROGRAM
Mechanical Equipment
Electrical Equipment
On / Off Road Equipment

10. BONDS AND CRIME PROGRAM
Program Guidelines

11. WATER VESSEL PROGRAM
General Guidelines

12. OTHER PROGRAMS Return to Work Policy Diversity Awareness Policy
Violence Free Workplace Policy
Sexual Harassment Policy
Drug Free Policy
Americans With Disability Act

13. FORMS Accident / Incident Investigation Form (DA-2000)
Authorization and Driving History Form (DA-2054)
Bomb Threat Action Checklist
Driver’s Accident Report Form (DA-2041)
Driver Authorization Affidavit Form
Emergency Response Contact List
Floor Fire Drill Report Form
Hazard Control (HA-1-90)
Hepatitis B Vaccination Declination Statement Form
Job Safety Analysis Form
Laboratory Safety Inspection Checklist

14. CAMPUS SERVICES

15. RECREATION COMPLEX
Facilities include: Olympic Size Pool, 4 Racquetball Courts, 3 Full-Length Basketball Courts, Volleyball Courts, Badminton Courts, Table Tennis, Wellness Area including Weight Room and Aerobic Room, 200-meter Indoor Track, Co-ed Steam and Sauna, Showers, Locker Rooms, Intramural Playing Fields, and Outdoor Tennis Courts.
Free Aerobic classes offered to paid members.
Fees are per semester and Payroll deductible.
Contact the Recreation Complex for more information at

16. BOOKSTORE
Employees with permanent status can open a personal charge account.
Textbook adoptions require departmental approval.
Faculty and Staff receive a 20% discount off all items excluding sales items and textbooks.
Many gift items available including balloon bouquets. Free gift wrapping with purchase.
Contact the Bookstore for more information at

17. ATHLETIC SEASON TICKETS
Full time employees receive a discount on season tickets.
Contact the Ticket Office for more information at

18. STUDENT SERVICES Toby Osburn - Dean tosburn@mcneese.edu 337-475-5607
Olivia Macon - Assistant Dean

19. BANNERS SERIES

20. FRAZAR MEMORIAL LIBRARY
At home access to online catalog and journal database with access code-call for info.
Full text databases such as EBSCOhost and ProQuest are available.
Departments Include: Reference, Circulation, Government Documents, and Interlibrary Loans
For more information visit the website at

21. POST OFFICE Full service federal contract station.
Full postal services available for the convenience of the faculty and staff.
Post office box rentals at a low charge.
Contact the Post Office for more information at

22. INTERNET ACCESS
At home internet access through Structure X is available for a minimal monthly fee.
The fee is payroll deductible.
Contact Information:
Visit the website at

23. DINING FACILITIES
Conveniently located in the central part of the campus.
ID card can be used to “load” money for use as a debit card.
Contact the Cafeteria for more information at

24. MCNEESE FEDERAL CREDIT UNION
Conveniently located on campus behind Gayle Hall;
Permanent employees are eligible to join as well as their dependents to include brothers, sisters, children, parents, grandparents, grandchildren, and active McNeese alumni;
Fast, friendly, personal service;
Four qualified staff members who have a combined total of 95 years of financial experience;

25. MCNEESE FEDERAL CREDIT UNION
Rapid loan decisions and same day loan closings on most loans;
With approved credit, the credit union will finance 100% of the purchase price of a new vehicle, tax, title and license and the extended warranty, if applicable;
FREE credit life insurance to cover the unpaid balance of the loan up to a maximum of $15, (FREE credit life insurance is subject to age and health requirements);
NO loan processing fees, NO loan origination fees and NO loan prepayment fees.

26. MCNEESE FEDERAL CREDIT UNION
For more information about your McNeese Federal Credit Union, please contact us at :
or visit our website at

27. UNIVERSITY POLICIES AND PROCEDURES

28. ALCOHOL AND DRUG POLICY
In compliance with the State of Louisiana’s Policy on Alcohol and Other
Drugs, the Drug-Free Workplace Act of 1988, and the Drug-Free
Communities and Schools Act Amendments of 1989, McNeese State
University has developed a policy concerning Alcohol and Drugs.
EMPLOYEES AND STUDENTS OF MCNEESE STATE
UNIVERSITY ARE PROHIBITED FROM THE FOLLOWING
ACTS:
The unlawful or unauthorized manufacture, distribution, dispensation, possession, or use of alcohol and other drugs on the worksite or on university property or at any university function except in those areas where the president or his designee has authorized the serving or sale of legal beverages in accordance with the provisions of the state and local laws and ordinances and by prescribed university regulations.
Impairment of employees or students on the worksite or on university property or at any university function from the use of alcohol or other drugs, except the use of drugs for legitimate medical purposes;

29. ALCOHOL AND DRUG POLICY
Actions which result in the criminal conviction for:
A violation of any criminal drug law, based upon conduct occurring either on or off the worksite; or
A violation of any alcohol beverage control law or law which governs driving while intoxicated based upon conduct occurring on the worksite.
Failure to report to the supervisor that they have a criminal conviction within five (5) days of the conviction.
Policy must be viewed in its entirety at

30. DRUG TESTING Positions subject to drug testing:
In accordance with Governor Kathleen Blanco’s Executive Order KBB , Drug Testing is conducted in accordance with the State of Louisiana rules and regulations for such.
Positions subject to drug testing:
All current W-2 employees in safety-sensitive or security-sensitive positions are subject to drug testing. The policy also applies to all persons who have made written application for positions designated as safety-sensitive and/or security-sensitive or who are promoted into a position that is considered safety-sensitive and/or security-sensitive.
All current W-2 employees are subject to drug testing under the following conditions: reasonable suspicion, post-accident, and random testing as part of a monitoring program established to assure compliance with the terms of a rehabilitation agreement.

31. DRUG TESTING
Conditions when employer may test employees for drugs under
State law:
Pre-employment post-hire: The prospective employee hired for a safety-sensitive and/or security-sensitive position must undergo controlled substance drug testing prior to being placed in the position.
Post-accident: An employee shall be tested following an accident during the course and scope of employment if there is reasonable suspicion of an employee’s drug use or if the accident results in:
injury requiring medical treatment to any party involved or injury which results in a fatality;
property/equipment damage at or above $1, and/or;
the release of hazardous waste as defined in R.S. 30:2173(2) or hazardous materials.

32. DRUG TESTING
Random: Such testing shall be conducted for employees in safety-sensitive and/or security-sensitive positions or participating in a rehabilitation program utilizing a fair and equitable method of selection.
Reasonable Suspicion: A supervisor’s belief must be based on specific observation concerning the appearance, behavior, speech, or body odors of the employee. Such determinations should be confirmed by a second employee when possible.
The Drug Testing Policy may be viewed in Human Resources.

33. WEAPONS ON CAMPUS POLICY
McNeese State University is a “gun-free” zone.
The use or possession of firearms or other weapons on campus is strictly prohibited.
Policy must be viewed in its entirety at

34. VIOLENCE FREE WORKPLACE POLICY
McNeese State University promotes a safe, secure, and respectful working and study environment.
McNeese prohibits the following:
A. Any act or threat of violence, including, but not limited to intimidation, harassment, or coercion.
B. Any act or threat of violence or harassment which endangers the safety of another person.
C. Any act or threat of violence or harassment made directly or indirectly by words, gestures, or symbols.
Report any threats or acts of violence immediately to appropriate personnel.
Policy must be viewed in its entirety at

35. CODE OF GOVERNMENTAL ETHICS
The Code of Governmental Ethics sets law for many issues concerning public employment, most particularly:
Nepotism-employment of members of the same family or same economic unit; and
Accepting Monetary or Non-Monetary gifts or compensation.
Policies concerning Nepotism and Accepting
Monetary or Non-Monetary gifts or compensation
must be viewed at

36. E-MAIL, CAMPUS LIST SERVE, BANNER ACCESS
Included in your packet of information is an Employee Computing Access Form. This form must be completed in order to receive access to computing services at the university. The form must be completed, have a supervisor signature, and be returned to University Computing Services.
Valuable information is transmitted through Campus List Serve. Please ensure that you read all list serve information to remain informed.
After access is established, University Computing Services will call you to pick up user name and passwords as applicable.

37. USE OF INFORMATION TECHNOLOGY RESOURCES
McNeese State University provides access to computing, networking, telecommunications, and other information technology (IT) resources in support of its vision, mission, and philosophy and its responsibility for education, research, and service in Southwest Louisiana. Accordingly, the University encourages and promotes the use of these resources by the University community, within institutional priorities and financial capabilities. Access to and use of these resources and services are privileges (not rights) which must be accepted in strict compliance with all applicable laws and with the highest standards of ethical behavior.
Policy must be viewed in its entirety at:
under the link “Computing Policy”

38. ADMINISTRATIVE ACCOUNTING
Petty Cash Processing
Petty cash is to be used solely for emergency purchases of a non recurring nature. Prior approval of the department head is required. IN NO INSTANCE should the amount of the purchase exceed $100 per vendor per day.
An original receipt listing the items purchased and the name of the purchaser should be attached to a petty cash voucher and approved by the department head and/or dean and accounting office. Reimbursement is received upon presentation of the voucher to the cashier in Smith Hall. Forms are located in the Cashier’s Office or in Administrative Accounting. 

39. ADMINISTRATIVE ACCOUNTING
Travel Processing
Current travel policies and procedures must be followed.
Current forms and regulations may be obtained in Administrative Accounting.
Contact for more information.

40. PURCHASING
No one may order supplies, materials, equipment, or services worth more than $100 without a purchase order. Single orders of $100 or less can be reimbursed through petty cash.
The University will assume no other obligation except by purchase order. Purchasing policies and procedures apply uniformly to all funds administered by the University.
Contact for more information.

41. PROPERTY CONTROL
The Property Manager is responsible for and maintains a current physical inventory of all movable property with an acquisition cost of $1, or more.
The Property Control Office should be notified of the receipt of any new property. If any property is moved from its assigned location, the Property Control Office must be notified. Any property that is deemed obsolete to the needs of the University should be reported to the Property Control Office by the use of Property Control Form. Equipment containing parts that may be salvageable cannot be dismantled until permission is obtained from the Property Control Office. All property dispositions must be handled by the Property Control Office.
Property items that are stolen are to be reported to the McNeese Police Department as well as to the Property Control Office. Information concerning such thefts will be submitted to the State Property Control Office.
Contact for more information.

42. ACCESS TO UNIVERSITY POLICIES AND PROCEDURES
IF YOU DO NOT HAVE ACCESS TO THE INTERNET TO VIEW POLICIES AND PROCEDURES, PLEASE CONTACT THE HUMAN RESOURCES OFFICE.
WEBSITE FOR POLICIES:
WEBSITE FOR HANDBOOK:

43. Adherence to University Policies and Procedures
All employees are expected to read and adhere to all university policies and procedures as listed on the Human Resource website.
All employees are expected to read and adhere to all information contained in the Faculty/Staff handbook.
All employees are required to sign a statement agreeing to the above conditions. The statement is in your McNeese folder.

44. RIGHTS AND PRIVILEGES

45. Probation Period
Most classified employees are hired under a probation period.
The probation period is a working test period to determine if the employee is performing up to supervisor and university expectations.
A classified employee is first eligible to receive permanent status after serving 6 months of the probation period.
The probation period may extend as long as 2 years.
Normally, an employee will not be retained after 1 year if the supervisor does not feel the quality and/or quantity of work is not up to university standards.
An employee on a probation period does not have the right of appeal.

46. Performance Evaluations Classified Employment
The Performance Planning and Review system for classified employees begins with a formal planning session at the time of hire, and ends with a formal rating session on the anniversary date. After the rating session, the planning session is conducted again for the upcoming year.
The anniversary date is 6 months from the hire date, and is never changing throughout the career.
If the final rating score is satisfactory or above, the employee will be eligible to receive a 4% merit increase.
The employee will be eligible each year thereafter for a merit increase, if the final rating score is satisfactory or above.

47. Performance Evaluations Unclassified
The Annual Performance Evaluation program for certain unclassified employees is mandated by the University of Louisiana System board rules.
The evaluation program begins with a formal planning session at the time of hire and ends with a formal rating session on the anniversary date.
The anniversary date is one year from the hire date.

48. LEAVE
All TWELVE MONTH employees who are on a regular tour of duty where the appointment will exceed 120 days will accrue annual and sick leave at an amount applicable to years of service as listed below:
CLASSIFIED EMPLOYMENT
0-3 years hours bi-weekly
3-5 years hours bi-weekly
5-10 years hours bi-weekly
10-15 years hours bi-weekly
15 years and above hours bi-weekly

49. LEAVE UNCLASSIFIED EMPLOYMENT 0-3 years 8 hours per month
15 years and above hours per month
*Faculty members accrue sick leave only*
FACULTY EMPLOYMENT
0-3 years hours per month
3-5 years hours per month
5-10 years hours per month
10-15 years hours per month
15 years and above hours per month

50. LEAVE Other leave types available for employees:
Family and Medical Leave (FMLA), Bereavement, Civil and National Leave, Leave Without Pay, and Military Leave
Leave is pro-rated for all part time employees
Handbook contains more information on leave accrual and regulations at under handbooks

51. Application for Leave
A pre-approval of leave system is a requirement of the university, the Department of Civil Service and the University of Louisiana System Board.
When leave is foreseeable, the employee should complete a proper Application for Leave form and submit to supervisor in advance for approval.
When the leave is not foreseeable, the employee should complete a proper Application for Leave form, and submit to supervisor immediately upon return to duty for approval.

52. PAY PERIODS, TIMESHEETS, LEAVE FORMS
Employees are responsible for the timely completion and submission of an Attendance and Leave Record (timesheet) each pay period to the Department Head. The Attendance and Leave Record is normally provided by the department secretary or department head.
Leave requests should be in advance and must have department/division approval before leave begins.
The standard Application for Leave form may be downloaded and printed from the Human Resources website at
Classified employees are paid bi-weekly on Friday. Faculty and administrative staff are paid monthly on the last working day of the month.

53. HOLIDAYS
12 month employees follow the university Holiday schedule which can be found on the Human Resource website under communications. Forced Closure dates are days the university closes, and the employee must charge annual or compensatory leave to be paid for these days.
Faculty members follow the academic calendar listed in the catalog.

54. DIRECT DEPOSIT
First check is pre-noted to check accuracy; second check is direct deposited.
Multiple account direct deposit is available.
Forms are available in Human Resources or Payroll or can be found on the Human Resource website under Forms.

55. TUITION REDUCTION
McNeese State University promotes educational opportunity for employees.
An employee may attend one 3 credit hour (3 clock hour) course during the normal work day with supervisor approval.
You must use appropriate leave or adjust lunch period to cover your absence.
A tuition reduction is available for eligible employees.
Policy and forms are available on the Human Resource website at

56. PARKING PERMITS
Parking Permits are required for each vehicle that will be parked on campus.
Parking permit fees are payroll deductible.
Parking regulations and permit information must be viewed on the University Police website at

57. ID CARD The first ID card issued is free.
There is a fee for lost or stolen ID cards.
You must have to use Recreation Complex, check out books from the Library, obtain discounts, etc.
Picture taken at University Police and ID card made and issued immediately.

58. WORKERS COMPENSATION
Employees are covered by workers compensation, which provides for payment of medical expenses and partial salary payments in the event of an approved work-related injury or illness. The amount of the benefits payable and the duration of payment depend on the nature of the injury or illness and the employee’s salary. In general, usual and customary medical expenses incurred in connection with an injury or occupational illness are paid and partial salary payments are provided beginning after the seven-day waiting period.
You must complete an Incident/Accident Investigation form when an accident occurs during the scope of employment and immediately report the injury to the direct supervisor. Drug testing will be conducted if the injury is serious and requires medical treatment.
If you sustain a work related injury or occupational illness, you should immediately inform your supervisor and contact Human Resources at for further information.

59. BENEFITS
Insurance programs-you must enroll within thirty (30) days of hire.
After thirty (30) days of hire-you are considered a late applicant and subject to pre-existing conditions.
Coverage is effective on the first day of the month after a 30 day waiting period.

60. BENEFITS
You have an Employee Benefit Fact Sheet in your folder which gives a basic summary of the benefit programs offered at the university.
Benefits are offered by employment category and appointment type.
You must schedule an appointment for a private benefit orientation after this meeting.

61. RETIREMENT
All eligible employees are required to participate in a Louisiana state retirement system plan or, an Optional Retirement Plan if the employment type is unclassified, in accordance with the guidelines for such. The employee contribution is currently set at 8% of gross income and is tax sheltered. The employer contribution rate is set annually.

62. RETIREMENT
Current state laws require all eligible classified employees to enroll in the Louisiana State Employees Retirement System.
LASERS is a defined benefit plan which guarantees a benefit based on your age, years of service, and final average compensation at retirement.
For more information regarding LASERS benefits, you may visit the website at You may register for a pin number on the member’s webpage under member’s access that will allow internet access to important personal membership account information.

63. RETIREMENT
Current state laws require all eligible unclassified employees to enroll in the Teachers Retirement System of Louisiana or an Optional Retirement Plan.
TRSL is a defined benefit plan which guarantees a benefit based on your age, years of service, and final average compensation at retirement. The ORP is a defined contribution plan. The contributions are invested by the designated ORP carrier in the options chosen by the member. The performance of the member’s investments determines the retirement benefit.
For more information regarding TRSL benefits, you may visit the website at You may register for a pin number on the member’s webpage under member’s access that will allow internet access to important personal membership account information.
The State of Louisiana has entered into contract with the following companies to represent the Optional Retirement Program:
• AIG-Valic ( )
• TIAA-Cref (
• ING ( )

64. Contact Information for Optional Retirement Program
ING-Darren Hood
Phone/Office
Phone/Cell
AIG VALIC-Jeanie Pousson
Phone/Cell
Phone/Pager
TIAA-CREF
Phone
Phone/Office

65. RETIREMENT IMPORTANT INFORMATION CONCERNING SOCIAL SECURITY:
FICA TAX WITHHOLDING
State of Louisiana regulations do not allow withholding for FICA tax (Social Security) when the employee participates in a mandatory state retirement system.

66. SOCIAL SECURITY
Government Pension Offset: reduction for spouse’s or widower's benefit
Normally, when your spouse retires on Social Security, you are eligible for 51 percent of your spouse’s benefit if you are at least age 62. However, since you are eligible for a benefit from TRSL, you may be subject to the Government Pension Offset. You will not have a reduction in your benefit from Social Security, if you meet one of the following
conditions:
• You were eligible to retire before December 1982, and you meet all the requirements for Social Security spouse’s benefits in effect in January (A divorced woman’s marriage must have lasted at least 20 years, and a husband or widower must have received one-half of his support from his wife.); or
• You were eligible to retire before July 1, 1983, and were receiving one-half of your support from your spouse.
Windfall Elimination Provision
If you receive a TRSL retirement benefit, a modified benefit formula, known as the Windfall Elimination Provision (WEP), is usually used to reduce your own Social Security earned benefit.

67. SPECIAL SERVICES AND EQUITY
CONTACT INFORMATION
SAFETY OFFICE
MIKE RODRIGUE
HUMAN RESOURCES
GENERAL INFORMATION
BENEFITS
SPECIAL SERVICES AND EQUITY
GENERAL INFORMATION