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Table of Contents
1.1
Affirmative Action/Equal
1.2
Immigration Compliance?
1.3
Americans with Disabilities Act of 1990 Policy Statement
1.4
Veteran/Disabled
1.5
Sexual Harassment
1.6
Probationary Period
1.7
Confidentiality of Personnel Records
1.8
Performance Planning and Review
1.9
Employment of Relatives
1.10
Personal Data Changes
1.11
Resignation and Separation Procedure
2.1
Paychecks and Direct Deposit
2.2 Garnishment
and Salary Liens
2.3
Overtime and Compensatory Time for Exempt/Non-Exempt Staff
2.4
Shift Differential
2.5
2.6
Holidays Observed
2.7
Time and Attendance Collection System
2.8
Hours of Work and Rest Periods
2.9
Workers Compensation Program & Payments
2.10 Unemployment Compensation
Program
3.1
Annual Leave—Academic and Unclassified Staff
3.2
Annual Leave—Classified Staff
3.3
Sick Leave
3.3(a) Sick Leave—Academic and
Unclassified Staff
3.3(b) Sick Leave—Classified
Staff
3.4
Civil, Emergency or Special Leave
3.5
Educational Leave
3.6
Family Medical Leave
3.7
Funeral Leave
3.8
Leave of Absence Without Pay
3.9
Military Leave
3.10
Sabbatical Leave
3.11 Crisis Leave
3B
Group Health and Related Benefits
3.13 Office
of Group Benefits (Health)
3.14 LSU
System’s Health Plan (Definity)
3.15 LSU
System Dental Plan (Ameritas)
3.16
3.17
Vision Plan
3.18 Life
Insurance Programs
3.19 Accidental
Death and Dismemberment
3.20 Long
Term Disability Insurance
3.21
Long Term Care Insurance
3.22 Tax
Saver Plan
3.23
Continuation of Benefits -COBRA
3.24
Medicare Coverage
3.25 Teachers’
Retirement System (TRSL)
3.26 Optional
Faculty and Unclassified Retirement Plan (ORP)
3.27
3.28
Deferred Compensation Plan – 457 Plan
3.29 Tax
Sheltered Annuities – 403 (b) Plans
3.30 Saving
Bonds
4.1
Staff Training
4.2
Campus Education Day
4.3
Project Care
5.1
Absence from the Job – Reporting
5.2
Code of Ethics
5.3
Customer Relation Policy
5.4 Dress
Guidelines
5.5 Identification Badges and Building Access
5.6
Grievance Procedures
5.7
Political Activities
5.8
Possession of Weapons and Contraband on State Property
5.9
Posting of Announcements
5.10
Solicitation
5.11 State
Property
5.12 Substance
Abuse and Alcohol Abuse Policy
5.13 Telephone
and Emergency Calls
5.14 Workplace
Violence
5.15 Disaster
/ Mass Casualty Plan
5.16
Inclement Weather
5.17 Emergency
Transport of Seriously Injured/Ill Employees, Visitors or Patients
5.18 Key
Distribution and Control
5.19 On
the Job Accident Procedure
5.20 Parking Regulations
5.21 Safety,
Emergency Disaster Plans
5.22 University
Police
5.23 Union-AFSCME –Local No.
2649
6.1
Cafeteria Services
6.2
Employee Assistance Program (EAP)
6.3
Employee Health Services
6.4
Library Services and Privileges
6.5
Credit Union
6.6
Personal Check Cashing and Currency Policy
Acknowledgement
The information in this handbook is not all-inclusive,
Dear New Employee:
May I welcome you as a newcomer to the
You now join the ranks of more than 5,000 employees who
have chosen to work in this large teaching hospital and who contribute by
their services to the important task of patient care, teaching and research
either directly or indirectly. The future development of this campus depends
on you, your pride, and a continued development of productive effort. We recognize
that communication plays a vital role toward your development. Toward that
goal, this handbook has been developed as a convenient guide to you. I suggest
that you read it and become familiar with the material covered.
Most of the material covered here is summed up in a format
that does not cover all the details of complex policy or laws. This handbook,
therefore, should not be considered as a legal or exact text of all university
policies or state laws. Generally your department can provide you with further
information or will be able to refer you to the appropriate administrative
office. The State and University reserve the right to revise, nullify or repeal
any of its policies or procedures. You will be kept updated on any or all
changes as they occur.
Again, welcome. I am delighted that you have joined the
Sincerely,
John McDonald, M.D.
Chancellor
The earliest component of the
Five decades later
at the urging to area physicians, the Louisiana Legislature in 1965 created
the LSU School of Medicine in
Within weeks, the
Louisiana Legislature voted to transfer Confederate Memorial from the state
charity system and merge it with the LSU School of Medicine in
The components of the
The LSU Health Sciences Center at Shreveport was now composed of the
three professional schools—Medicine, Allied Health and Graduate Studies—and
two teaching hospitals—LSU Hospital in Shreveport and E. A. Conway at Monroe,
all part of the statewide LSU System.
In 2005, the Louisiana Legislature legally recognized the
The Mission of Louisiana State University
Health Sciences Center,
§
quality patient care services,
§
a teaching environment
for training future medical and allied health care professionals,
§
support for medical and
scientific research.
Quality Patient Care is the first priority
of the organization. Empowered employees will maximize Quality Patient Care
by balancing Patient Expectations, Patient Needs, and Available Resources.
DEFINITIONS:
Patient Expectations are those aspects of
care most appropriately identified by the patient. The patient and secondly
their families take the leadership role in defining Patient Expectations.
These include consideration for a patient’s rights, comfort, culture, dignity,
privacy, security, and individuality. Collectively, how these patient’s interests
are allowed to affect patient treatment show our respect and care for the
individual.
Patient Needs are those clinical aspects of care
best identified by healthcare professionals. Attending physicians take a leadership
role in defining needs. Other physicians, nurses, technicians, allied health
professionals, and others involved in helping those who deliver care all
have much expertise to contribute towards identifying and meeting the
needs of the patient. The patient has the right to expect that these needs
will be coordinated in an atmosphere, which supports quality, interdisciplinary
respect and professionalism.
Available Resources are the facilities, equipment,
supplies, and people that are brought to bear to improve the health of the
patient. Resources are limited in quantity. The use of resources must respect
the long-term viability and priority goals of the organization. The end use
of all resources should support our mission.
The
challenge to the physicians and the employees of the hospital is to balance
Patient Expectations, Patient Needs, and Available Resources to achieve Patient
Satisfaction and Quality Care. This can best be accomplished within a culture
of mutual trust, mutual respect, and appropriate empowerment of patients,
physicians, and hospital employees.
SECTION 1.0 - EMPLOYMENT
POLICIES AND PRACTICES
1.1 AFFIRMATIVE ACTION/EQUAL
The Affirmative Action/Equal Opportunity Employment policy
has been carried out through the development and maintenance of an Affirmative
Action plan. The execution of this policy requires vigorous efforts to identify
and attract qualified applicants from groups underutilized at all levels in
the University. The policy further insures that all applicants receive fair
consideration for employment and that all employees are treated fairly. Such
action shall include, but not be limited to, the following: employment; promotion
upgrading, demotion or transfer; recruitment or recruitment advertising;
layoff or termination; rates of pay or other forms of compensation; selection
for training; and tenure.
The Affirmative Action Equal Opportunity
policy relates not only to employment but assures that no qualified person
shall, on the basis of race, color, religion, gender, national origin, age,
disabilities, marital status, or veteran's status, be excluded from participation
in, be denied the benefits of, or be subjected to discrimination under any
University program or activity. The provisions of this policy must be communicated
to present and prospective employees and others by publication of the policy
through campus policy statements, bulletins, catalogs; newspapers, magazines,
annual reports, and other media; explanation in meetings of executive management,
and supervisory personnel; communication to employees and any labor union
with a collective bargaining agreement; inclusion where appropriate in every
contract, lease, subcontract, or purchase order; by posting on bulletin boards,
and by listing in all recruiting material, including advertisements and application
forms.
The immigration Reform and Control Act of 1986 requires
employers to verify that employees hired after
The law states
that employers should hire only American citizens and aliens who are authorized
to work in the
1.3 AMERICANS WITH DISABILITIES ACT OF 1990
POLICY STATEMENT
Louisiana State University (LSU)
To comply with applicable laws insuring
equal employment opportunities to qualified individuals with a disability,
LSU Health Sciences Center will make reasonable accommodations for the known
physical or mental limitations of an otherwise qualified individual with disability
who is an applicant or an employee unless undue hardship would result.
Any applicant or employee who requires
an accommodation in order to perform the essential functions of the job should
contact the Department of Human Resource Management and request such an accommodation.
If the accommodation is reasonable and will not impose an undue hardship,
If you believe you have been subjected
to any form of unlawful discrimination, provide a written complaint to the
Director, Department of Human Resource Management, within 180 days of the
alleged discriminatory act. Your complaint must be specific and include the
names of the individuals involved and the names of any witnesses.
If
Employees or applicants are protected
from coercion, intimidation, interference or discrimination for filing a complaint
or assisting in an investigation under the acts covering these individuals.
The aggrieved employee should present
complaints to the immediate supervisor or to the Director of Human Resources
or his designee.
We are committed to these affirmative
action programs and expect your cooperation.
It is the policy of
Sexual harassment refers to behavior which is not welcome,
which is personally offensive, which debilitates morale, and which therefore
interferes with work effectiveness. Such conduct, whether committed by supervisors
or non-supervisory personnel, is specifically prohibited. This includes repeated
offensive “sexual flirtations,” advances or propositions, the continued or
repeated verbal abuse of a sexual nature, graphic or degrading verbal comments
about an individual or his or her appearance, the display of sexually suggestive
objects or pictures, or any offensive or abusive physical conduct.
No one should
imply or threaten that an applicant or employee's "cooperation"
of a sexual nature (or refusal thereof) will have any effect on the individual's
employment, assignment, compensation, advancement, career development or any
other condition of employment.
Any member of the Health Sciences Center Community who has a
sexual harassment
complaint
against a supervisor, co-worker, visitor, faculty member, student or other
person, has the right and obligation to bring the problem to
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.1.1.pdf
The probationary period for classified employees is a trial
period for both the employee and the institution. During this time you are
becoming familiar with your work and your supervisor is judging your capability
and aptitude for the work involved. The trial period is the first (12) months
of employment, and either the employee or the university may terminate employment
at any time within that period.
At the end of the first six (6) months of your probationary
period, your department will evaluate your performance by completing a “Performance
Planning and Review Form”. If you are performing the duties of your position
satisfactorily or better, the department may recommend a merit increase.
Prior to the completion of probation, a notice will be sent
to your department. Your department
can recommend continuation of employment (granting permanent status) or separation
from employment.
A permanent employee, who is promoted, transferred, reassigned
or demoted to another position, shall not be required to serve a new probationary
period.
A probationary period for a part time
employee shall be computed on the same calendar basis as if he or she was
employed full time.
1.7 CONFIDENTIALITY OF PERSONNEL RECORDS
Employees of the Department of Human
Resources are all confidential employees and as such have been carefully informed
relative to the regard for basic dignity and rights of the employees of the
Employee information is carefully and
securely maintained and will be released only to authorized individuals or
agencies. Any employee may review his or her file. Authorized persons such
as department heads or immediate supervisors will be permitted access to an
employee's personnel file. Likewise if an employee is being considered for
a transfer the prospective supervisor or department head will be permitted
access to the employee's personnel file.
Only the Department of Human Resource
Management should provide verification of employment on present or past employees.
The Department of Human Resource Management will appropriately respond to
such requests.
1.8
PERFORMANCE PLANNING AND REVIEW FOR CLASSIFIED EMPLOYEES
Performance Planning Session: As a classified employee your rating supervisor
must conduct a performance planning session with you no later than 30 days
after your initial appointment. If
you are a current employee, a planning session must be conducted no later
than 30 calendar days after your anniversary date or your movement to a position
having a different position number and significantly different duties (i.e.,
job detail, promotion, lateral transfer, etc.).
During the planning session, your rating supervisor should discuss
with you the factors upon which you will be rated and the performance that
will be expected during the coming rating period.
Performance Rating: The rating supervisor must conduct a performance
rating within 60 calendar days before or on the first anniversary date of
a new employee. For a current employee,
the rating must occur within 60 calendar days before or on the anniversary
date each year. The first six factors
are required for all jobs. An employee
receiving a rating of “Outstanding”, “Exceeds Requirements” or “Meets Requirements”
is eligible for a 4% merit increase at the discretion of his supervisor.
An employee who receives a “Needs Improvement” or “Poor” is ineligible
for a merit increase, promotion or upward job detail.
This employee must be re-rated by the date that falls six months after
his anniversary date. An employee who
does not receive an official rating by his anniversary date shall have a rating
of “Un-rated” for the year. An employee
cannot appeal the denial of a merit increase; however, a permanent employee
who disagrees with the official rating or re-rating may request an official
review. This request must be submitted
no later than 15 calendar days from his anniversary date or re-rating date
to the Department of Human Resource Management.
A written decision shall be rendered by the Reviewer. The designated
Reviewer is the only person with the agency who may change the official rating.
Performance evaluation ratings are not grievable according to Civil Service.
It is contrary to general university policy
for persons related to each other in the first degree by blood or marriage
to be placed in a supervisor‑employee relationship. This includes parent(s),
children, stepchildren, brother, stepbrother, sister, stepsister, spouse,
and parent(s) of spouse. This restriction will apply to all forms of employment:
regular full‑time employment, regular part-time employment, temporary
full‑time employment, temporary part-time employment, etc., and will
apply to all employees including student workers. This restriction shall also
apply when the supervisor‑employee relationship develops after employment.
Exceptions to this restriction can be made only in unique circumstances and
with justification. Approval must be requested by petition from the Department
of Human Resource Management.
In cases in which the university has
approved a supervisor-employee relationship for employees related by blood
or marriage, the supervisor will pass the responsibility to his or her immediate
supervisor for making decisions involving direct benefit to the employee to
whom he or she is related.
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.6.4.pdf
It is the employee’s responsibility to request changes of their
personal data such as name, address, telephone number, and advanced education.
Such changes should be reported to Human Resource Management, Records Section-
Room 116. Once reported, changes will be made promptly to reflect both accurate
and current information in your personnel records. Appropriate documentation
will be required to complete data changes. For name changes, employees must
present the original social security card.
http://www.sh.lsuhsc.edu/HR/HRM/Design/PDF%20Files/PDCF.pdf
1.11 RESIGNATION AND SEPARATION PROCEDURE
Classified Staff
Whenever a permanent or probationary
employee voluntarily separates from employment, it is appropriate that an
employee submits a letter of resignation according to Civil Service Rule 12.8.
For this purpose the Separation Summary form has been established. Notification of resignation should not be less
than two weeks.
As soon as a resignation date is established,
the supervisor is required to have the employee complete section I of the
Separation Summary. The supervisor documents the final evaluation and then
signs the Separation Summary form. The form should be forwarded to the department
head for approval, then to the Department of Human Resource Management for
review, processing and distribution.
Classified employees are required to
complete the
Academic and Unclassified Staff
Academic and unclassified employees
are required by
Academic and unclassified employees
are required to complete the
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.5.1.pdf
Separation
Forms:
http://www.sh.lsuhsc.edu/HR/HRM/Design/PDF%20Files/Clearance.pdf
http://www.sh.lsuhsc.edu/HR/HRM/Design/PDF%20Files/formBenExitQnaire.pdf
http://www.sh.lsuhsc.edu/HR/HRM/Design/PDF%20Files/Separation.pdf
All classified employees receive their
paychecks every two weeks on Friday morning. Your check will be given to you
in the department where you are employed.
All academic and unclassified employees
receive their paychecks once each month on the morning of the last working
day of the month.
Paychecks, which cannot be distributed
because an employee is sick or otherwise absent, should be returned to the
Payroll Office.
http://www.sh.lsuhsc.edu/payroll/pdf/direct_deposit.pdf
The
The Payroll Office will notify the employee upon receipt
of the documents from the issuing court or agency. Deductions will begin on
the next payroll after receiving notification from the court or agency. Deductions
will continue until the amount of the levy or garnishment is paid, or until
a notice is received from the court or agency to discontinue the deductions.
Related site: http://www.sh.lsuhsc.edu/payroll/index.htm
2.3 Overtime for Exempt/ Non-Exempt Staff
The
Fair Labor Standards Act identifies employees in two classes:
The official routine workweek is forty
(40) hours and the official work period is eighty (80) hours. The official
workweek begins on Monday at
For those employees in the hospital
involved in patient care there are two options for the payment of overtime.
Either option is appropriate and consistent with the Federal Law. The appropriate
campus administrator is responsible for making the initial recommendation
subject to review by the Department of Human Resource Management. Options
are:
Overtime
will be paid for all hours worked in excess of forty (40) hours per week,
or overtime will be paid for all hours worked in excess of eight (8) hours
per day or over eighty (80) hours per pay period, whichever is greater.
No absence of any kind from work will
be considered as hours worked for the purpose of overtime calculation.
Classified employees who must work on a holiday will be paid appropriately for
hours worked, and will in addition receive holiday pay at the straight time
rate.
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.3.1.pdf
Shift differential is premium pay for
hours worked on the evening (
All full‑time or part‑time
employees in an approved classification who work an evening (
A full work shift is defined as eight
(8) hours in one day regardless of the number of days worked in the pay period.
An employee must work a minimum of 2 hours into a shift before any
shift differential will be paid.
An employee in the approved classes
who works overtime a minimum of one‑half (1/2) hour into an evening
or night shift will receive shift differential. Shift differential is paid
in half‑hour increments. Under no circumstances will any form of shift
differential be paid after
Shift differential is not paid for
holiday hours, annual leave, sick leave, compensatory time, leave without
pay, jury duty, military leave, educational leave or hours not worked.
Civil Service must approve shift differential.
A departmental request completely justifying the reason(s) for addition or
deletion to the shift differential listing must be submitted to the Department
of Human Resource Management as the first step in the process.
Employees must work on a holiday provided
the need has been determined by the department head/supervisor.
An employee must be in a pay status
on the last scheduled workday before the holiday or the first scheduled workday
after the holiday. Should a holiday fall while an employee is on vacation
or sick leave, that day will be charged as a holiday, and will not be charged
against the employee's vacation or sick accruals.
Requirements to work on a holiday will
be handled consistent with Federal and State directives. Consult rules on
overtime and/or compensatory time.
Full‑time classified staff members
will be paid a maximum of eight (8) hours holiday pay for all holidays. Employees
assigned regular permanent shifts of more than eight (8) hours per day are
exceptions. Part‑time employees whose regular work schedule is 20 hours
or more will be granted holiday pay or equivalent time off based on the percent
of time worked in the official standard workweek. Those part‑time employees
who work less than 20 hours shall not be eligible for holiday compensation.
Likewise, employees on restricted and transient appointments are not entitled
to holiday compensation.
Employees on leave without pay immediately
preceding and following the holiday shall not be eligible for compensation
on holidays.
Employees are granted 14 paid holidays
per calendar year.
Related Sites: http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/hospital_policy/h_3.12.0.pdf
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.2.1.pdf
2.6 Holidays Observed -
Independence
Day
Christmas Easter
Labor
Day
New Year's
Memorial Day
Columbus
Day Martin
Luther King Day
Thanksgiving
Mardi Gras
2.7 Time and Attendance Collection System (TACS)
·
Employees are responsible
for clocking in and out. In addition,
they are responsible for proper use of any clocking transaction required by
their department and supervisor.
·
Employees shall not clock
in or out for another employee or request another employee to clock in their
behalf.
·
Employees are restricted
to use the phone or a group of phones designated by their department for clocking
transactions. Employees shall not attempt
to clock from other phones (internal or external).
·
Employees are forbidden
from using unauthorized, unassigned supervisor codes.
·
Employees who chronically
fail to use TACS correctly shall be counseled, given warnings and may be disciplined.
Chronically failing to use TACS correctly is defined as failing to
clock correctly three (3) times in a single pay period or failing to clock
correctly one or more times in three (3) consecutive pay periods.
·
Employees are required
to complete and submit to their supervisor the TACS Employee Time Adjustment
Request Forms whenever they fail to clock or fail to clock correctly.
·
Employees are required
to receive prior approval from their managers to clock in earlier or to clock
out later than their scheduled times.
·
Employees are required
to sign their time report before they receive their paychecks to validate
their time and attendance. If an employee
notices any discrepancies on his/her paycheck, he/she must request that a
correction be made on the Payroll Time Correction Form.
·
Supervisors/Timekeepers
shall not continue to adjust or enter time to correct an employee’s clocking
errors, as defined above without reviewing the circumstances for possible
disciplinary action.
·
Violation of any of these policies may be considered as willful
intent to defraud the
http://www.sh.lsuhsc.edu/payroll/pdf/Single.pdf
2.8 Hours of Work and Rest Periods
Work schedules are determined by operational
needs of each department. Your supervisor will inform you of your work schedule
and lunch periods. From time to time, the need to change shift schedules on
a permanent basis arises out of need to modify or increase service. Should
that be necessary, you will be given notification so that you can personally
arrange to make the transition. For temporary changes, you will be given as
much notice as possible. Employees are required to accommodate such requests.
Employees of
All employees should immediately report
to their supervisor any occupational injury or disease, even if it is deemed
to be minor.
Some of the more important elements
of this program include the establishment of a maximum time limit (30 days)
for reporting injuries with restrictions after the time limit has expired.
Provisions require benefit payments for injuries to begin 14 days after the
first report to the employer.
When you are absent from work due to
disabilities for which you are entitled to Worker’s Compensation, you must
use sick and annual leave payments to supplement Worker’s Compensation payments
to the equal of your regular salary. To
do so, you must endorse your Worker’s Compensation check over to the University.
You will be re-credited with an amount of leave equivalent to the value
of the Worker’s Compensation Check.
If you should accept other employment while receiving
Worker’s Compensation payments and/or sick or annual leave payments, the Worker’s
Compensation payments and the sick or annual leave payments may or may not
be continued, depending upon the circumstances and in accordance with the
law.
3A - Time Off Benefits
Regular academic and unclassified employees on appointments
of greater than 50% effort accumulate annual leave in accordance with one
of the options listed below.
Academic and unclassified employees on appointments of 50%
effort or less do not earn leave.
Each new eligible academic and unclassified employee shall,
within 30 days of appointment, make an irrevocable election of the leave accrual
plan they desire:
1. The LSU System accrual schedule
is as follows:
Maximum Accrual Maximum Leave
Years of Service Rate per Month Balance
Less than 10
14 hours
176 hours
10 but less than 15
14 hours
no limit
15 or more
16 hours no limit
The accumulated rate of leave for employees with less than
ten (10) years of service is one and three fourths
(1 3/4) days per month worked, with total accumulation
limited to twenty-two (22) working days regardless of percent of effort. Although
the accrual rate remains the same after ten (10) through fourteen (14) years,
there is no limitation on the total accumulated.
2. The Civil Service System accrual schedule is as follows:
Maximum Accrual Maximum Leave
Years of Service Rate per Month Balance
Less
than 3
8 hours
no limit
3, but less than 5
10 hours
no limit
5, but less than 10
12 hours
no limit
10, but less than 15
14 hours
no limit
15 or more
16 hours
no limit
Annual leave accrues at the same rate as sick leave and
has no limitation on annual accrual.
Leave is accrued in proportion to the percent of effort. No
employee shall accrue annual leave while on sabbatical leave, educational
leave of absence, leave without pay or gratis employment. Effective with appointments
beginning on or after
1.
All service as a classified
employee
2.
Service as an academic
or unclassified employee at a
3.
Service as an unclassified
employee under Civil Service Rules 4.1(d)2 and 11.19(d).
4.
The Chancellor may at his/her
discretion authorize the counting of other unclassified state service.
No advance of annual leave is permitted, and the minimum
charge to your leave account is one-half (1/2) hour.
Annual leave must be requested giving as much advance notice
as possible. Although two (2) week’s notice is the generally accepted practice,
emergencies will be given every consideration.
Payment of leave not taken may not exceed an amount representing
300 hours of unused annual leave at the time of retirement or termination
for any reason or 200 hours of sick leave upon retirement or death prior to
retirement.
3.2 ANNUAL LEAVE
-- CLASSIFIED STAFF
All classified full or part-time employees appointed on
a regular basis are entitled to accumulate annual leave based on years of
service. Employees on emergency appointments are exempt
from earning any form of annual leave. Annual
leave is earned for each regular duty hour worked at the following rate.
Maximum Accrual Maximum Leave
Years of Service Rate
per Hour Balance
Less
than 3 .0461hours no limit
3, but less than 5
.0576hours no limit
5, but less than10
.0692hours no limit
10, but less than 15 .0807hours no limit
15 or more
.0923hours no limit
No classified employee shall be credited with annual leave
for overtime hours, hours on leave without pay or on hours of a holiday which
occur while the employee is on leave without pay.
No advance
of annual leave is permitted, and the minimum charge to an annual leave account
is one-tenth (1/10) hour.
Annual leave must be requested giving as much advance notice
as possible. Although two (2) weeks
is generally accepted practice, emergent situations will be given every consideration.
Pay for annual leave not taken at the time of separation
must not exceed 300 hours.
Sick leave with pay is granted
to employees suffering with a disability as a result of accident, illness,
or childbearing which prevents them from performing their usual duties and
responsibilities or who requires medical, dental or optical consultation and/or
treatment. It is expected that sick leave will only be used as appropriate.
In order to
qualify for paid sick leave, an employee must follow the call-in procedures
established by his/her department. Should the employee fail to call in or
notify the supervisor, all time absent will be charged as leave without pay.
Further, unjustified absence can be cause for disciplinary notice.
If sick leave is more than three (3) consecutive workdays, the employee may
be required to bring a physician's certificate.
2. Duration of Sick Leave and Frequency of Use
(a) If sick leave is more
than three (3) days, the employee may be required to bring a physician’s certificate.
(b) If a supervisor feels
that he/she has identified a pattern of
excessive use of sick leave, a physician’s certificate may be required
at any time.
3. Physician’s Certificate
(Reference: Civil Service Rule 11.14)
(a) Certificate requested must contain
the following:
• Reason for the absence.
• The number of days which
should be granted as sick leave.
(b) When an employee is
examined and/or treated by an LSU Health Sciences Center Staff Physician,
the employee must register in the appropriate clinic or service.
(c) The LSU Health Sciences
Center Staff Physician will make an appropriate entry in the employee’s (patient’s)
record.
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.2.2.pdf
3.3(a) SICK LEAVE -- ACADEMIC
AND UNCLASSIFIED STAFF
Academic and unclassified employees on appointments of greater
than 50% effort accumulate sick leave as outlined in the table below. Sick
leave accrual is based on the percent of time worked.
Maximum Accrual Maximum Leave
Years of Service Rate
per Month Balance
Less
than 3
8 hours
no limit
3, but less than
10 hours
no limit
5, but less than 10
12 hours
no limit
10, but less than 15
14 hours
no limit
15 or more
16 hours
no limit
Members of the academic staff do not accrue sick leave while
on sabbatical. All staff shall not earn sick leave for any hour of leave without
pay.
An employee who is on annual leave may not, upon return,
have hours originally charged as annual leave changed to sick leave. When
a former employee is re-employed in state service within ten years from the
date of termination, all unused sick leave will be reinstated. If a paid holiday
occurs while an employee is on sick leave, the day will be charged as a holiday
and will not reduce the employee’s accrued sick leave. The minimum charge
to a sick leave account is one‑half (1/2) hour and no advance of sick
leave may be granted.
No payment for accrued sick leave will be granted to a terminating
employee. Terminal leave payment may not exceed the amount representing 200
hours of unused leave upon retirement or death prior to retirement.
Employees’
unused sick leave may be used to extend years of service for the purpose of
LASERS and TRSL retirement; however, leave cannot be used to qualify for retirement.
3.3(b) SICK LEAVE -- CLASSIFIED STAFF
Each regular paid classified employee (part‑time and
full‑time) will earn sick leave based on the percent of time worked.
Employees on emergency or restricted appointments are exempt from earning
any form of sick leave. Sick leave is earned for each regular duty hour by
the following schedule:
Maximum Accrual Maximum Leave
Years of Service Rate
per Hour Balance
0-3
.0461hours no limit
3-5
.0576hours no limit
5-10
.0692hours no limit
10-15
.0807hours no limit
15 or more
.0923hours no limit
Employees shall not earn sick leave for any overtime hour,
any hour of leave without pay, or any hour of a holiday which occurs while
the employee is on leave without pay.
The minimum charge to a sick leave account is one‑tenth
(1/10) hour and no advance of
sick leave can be granted.
No payment for accrued sick leave will be granted to a terminating
employee. There is no maximum accrual. An employee may accrue sick leave indefinitely.
Unused sick leave may be used to extend years of service for the purpose of
state retirement; however, leave cannot be used to qualify for retirement.
An employee who is on annual leave may not, upon return, have hours originally
charged as annual leave changed to sick leave. When a former employee is re-employed
in state service within five years from the date of termination all unused
sick leave will be reinstated. If a paid holiday occurs while an employee
is on sick leave, the day will be charged as a holiday and will not reduce
the employee's accrued sick leave.
3.4 CIVIL, EMERGENCY OR SPECIAL LEAVE
Employees shall be given time off without
loss of pay, annual leave or sick leave for the following reasons:
·
To perform jury duty
·
Summons to appear as a
witness before a court, grand jury or other public body or commission. (In
the event, the employee’s court appearance is as a plaintiff or defendant;
annual leave must be taken. Court appearances by an employee as a witness
as a result of employment other than state employment likewise must be charged
to annual leave).
·
Performing emergency civilian
duty for national defense or other civil emergencies.
·
Determination by the Chancellor
or his designee that a local disaster, inclement weather, or other act of
God, prevented employees from reporting to work (See
also Inclement Weather Policy)
·
Time to vote under unusual
and difficult circumstances: maximum two (2) hours in the parish, maximum
one (1) day outside the parish
·
Civil Service examinations,
or taking a required examination pertinent to the employees state employment
before a state licensing bureau
·
Pre-induction physical
exam for Military Service
·
Order to National Guard
duty
3.5 EDUCATIONAL LEAVE/ BENEFITS
Full-time (100 %), nonacademic and
other academic employees may register for job-related undergraduate or graduate
curriculum at any LSU System campus for up to six (6) hours per semester and
receive full tuition exemption. Faculty, Restricted, Transient, Student Worker,
Fellow, & Graduate Assistant appointments are excluded. In addition, you must have been employed for
at least one year and have approval from your department head or supervisor
to be considered. Tuition exemption
is limited to 3 hours during the summer.
Only Three (3) hours of the approved
job-related courses may be taken during work time without charge to annual
leave. Hours in excess of three (3) must be approved by the employee’s supervisor
and charged to available annual leave or leave without pay.
Full-time nonacademic and other academic
employees (excluding faculty), with approval from their supervisors, may register,
at their own expense, for
a job-related course and be allowed to take a course during work time for
no more than three hours per week during their first year of employment.
Continued participation in the tuition
exemption program will be based on making satisfactory progress as determined
by the employee’s supervisor. Satisfactory progress shall be interpreted to
include completion of the course with a passing grade.
http://www.sh.lsuhsc.edu/HR/HRM/Design/PDF%20Files/form_TuitExemp.pdf
All employees who have been employed
for twelve (12) months and who have worked for at least 1250 hours during
the 12 months preceding the start of a leave, are eligible for up to 12 weeks
of unpaid leave for certain qualifying events. Qualifying events include:
A. The birth of a son or daughter and to care for the child,
B. The placement of a son or daughter by adoption or foster
care,
C. To care for a spouse, son, daughter or parent if the family
member has a serious health condition, or
D. An employee who is unable to perform the functions of their
position because of their own serious health condition.
The University shall require thirty
(30) days advance notice of the request, whenever reasonable. Certification
as to the authenticity of the precipitating event will be required.
Employees must substitute any applicable
accrued paid leave for the 12 weeks of unpaid leave.
The University's portion of employee
health coverage will be maintained while the employee is on leave without
pay and as long as the employee's portion is paid. LSU will not contribute
to other benefit plans during periods of unpaid leave.
The employee's supervisor
and department Director should forward requests for leave, along with pertinent
certification documents, to the Employee Relations Section of the Human Resource
Management Department. The Human Resource Management Department will determine
the employee's eligibility under the Family and Medical Leave Act.
Employees returning to work from Family and Medical Leave
will be restored to the same jobs held before going on leave, or to equivalent
positions with the same pay, benefits, and other terms and conditions of employment.
Related Site: http://www.sh.lsuhsc.edu/HR/HRM/Employee%20Relations/FMLA.htm
Funeral leave may be given to a probationary
or permanent employee without loss of pay or required use of annual leave
or sick leave to attend the funeral or burial rites of an immediate family
member when such rites occur on a scheduled work day. Immediate family is
defined as:
Mother, Father, Stepmother,
Stepfather, Child, Stepchild, Sister, Stepsister, Brother, Stepbrother, Spouse,
Mother-in-law, Father-in-law, Grandparent, or Grandchild.
Maximum funeral leave granted cannot exceed two (2) days.
Funeral leave must be requested. Department heads may request available proof
of time and place of funeral or burial rites before approving funeral leave.
Denial of funeral leave must be justified on the basis of critical shortages
in staff and anticipated demand on the department or unit.
3.8 LEAVE OF ABSENCE WITHOUT PAY
Leave of absence without pay may be
granted to employees for good cause. The
reasons must be acceptable to the University and the operations of the granting
department must not be seriously affected. Good cause for granting leave of
absence without pay may be interpreted to include, but not limited by the
following: Extended illness; need to
provide care for family members; other circumstances covered by the Family
and Medical Leave Act; education which will directly increase job effectiveness,
or in special situations; temporary employment outside the University when
it is in the interest of public service and/or will be beneficial to the University
upon the employee’s return.
Usually, but not necessarily, sick
and/or annual leave is exhausted before requests for leave of absence without
pay are made.
Leave of absence without pay requires
supervisory approval through appropriate administrative channels. As much
notice as possible should be given to the supervisor or department head prior
to the beginning of the leave, and at least two weeks written notice prior
to returning to work.
Failure on the part of the employee
to return to work promptly at the expiration of the leave of absence, except
for justifiable reason, shall be interpreted that the employee has abandoned
his/her position.
Employees requesting leave of absence
may elect to continue life and medical coverage provided arrangements are
made in advance for payment of the employee and university portion of the
monthly premium. These arrangements can be made in the Benefit Office of the
Department of Human Resources.
Employees who are members of a Reserve
Component of the Armed Forces of the
Maximum military leave with pay for
"military active duty for training" is fifteen (15) working days
per calendar year. Each employee who requests military leave shall do so in
writing as soon as the dates are set, and must furnish a copy of his/her military
orders to his/her supervisor or department head for inclusion in the departmental
file.
Employees serving on job appointment, provisional, probationary or permanent
status, who have either exhausted annual leave or choose not to use their
paid leave for military purposes, shall be placed on leave without pay. This
period of leave without pay for military purposes shall not exceed six years.
After six years, he/she shall be separated from the classified service. This
rule does not extend the term of temporary appointments which were made for
less than six years; if the original term of the appointment was less than
six years, the agency may end the appointment as originally scheduled and
the employee may be separated.
Related Site: http://www.sh.lsuhsc.edu/HR/HRM/Benefits/Benefits.htm
Full-time academic employees [Sec. 2-1a(1)] at the
rank of Instructor (or equivalent) or above, who have completed six years
of service on the campus without having received leave with pay, may petition
for
sabbatical leave for study and research, the object of which is to enable
them to increase their professional efficiency and usefulness to the System.
Adequate justification setting forth the plan for each sabbatical leave shall
be stated, and report of the accomplishments under each leave granted shall
be made promptly upon return from sabbatical leave. Sabbatical leave shall
normally be approved for the purpose of seeking a higher degree only under
unusual circumstances. Persons employed on a 12-month basis may be granted
12 months' leave with one-half pay or six months' leave with full pay. Persons
employed on nine-month basis may be granted nine months' leave with one-half
pay or four and one-half months' leave with full pay. The chief administrative
officer of each campus shall, after receiving requests from the appropriate
academic dean or other administrative head, make recommendations for sabbatical
leave through the President to the Board. A member of the academic staff who
is granted sabbatical leave shall be required to return to his University
duties for at least a year before accepting employment elsewhere. A condition
for granting of a sabbatical leave is the potential benefit the University
will receive as a result of the sabbatical. Under unusual circumstances, persons
may accept employment during sabbatical leave if such employment is approved
in advance by the Chancellor and the President as supportive of the purposes of
the leave.
http://appl003.ocs.lsu.edu/ups.nsf/Bylaws?OpenView
The Crisis Leave Program provides paid leave to an eligible employee when either
the eligible employee or eligible family member experiences a catastrophic
illness or injury. The program is designed to assist employees who, through
no fault of their own, do not have a sufficient leave balance to cover the
crisis leave period
An eligible employee may apply
to receive crisis leave if the following requirements are met:
·
The employee or employee’s
eligible family member suffers from a catastrophic illness or injury; and
·
The employee has exhausted
all appropriate leave in accordance with PM 20; and
·
The catastrophic injury
or illness is not occupationally related (therefore making that employee eligible
for workers’ compensation) or was not attained in the commission of an assault
or felony; and
·
The appropriate documentation
from a health care provider is provided to the Leave Pool Manager.
An employee is not required
to contribute to the Crisis Leave Pool to be eligible to receive crisis leave.
The Leave Pool Manager determines
the amount of crisis leave granted for each catastrophic illness or injury.
The amount of leave granted to an employee will generally reflect the
recommendations of the health care provider, subject to the following limits:
·
A maximum of 240 hours
may be requested by an employee during one calendar year.
·
Crisis leave may not be
granted to any individual to extend paid leave status beyond a total time
in leave status of 12 continuous weeks per calendar year.
·
The total amount of leave
granted will not exceed one-fourth of the balance of the funds in the pool
at the time of the employee’s request.
·
The value of the annual
leave granted as crisis leave will equal to 100% of the employee’s pay received
in a regular workweek.
Contributions to the Crisis Leave
Pool are strictly voluntary; no employee shall be coerced or pressured to
donate leave. An employee donating
to the leave pool may not designate a particular employee to receive the donated
leave. Donations are accumulated in
the pool and awarded on a first-come, first-served basis to eligible employees.
Donations are limited to the following terms:
·
An employee may donate
a minimum of 8 hours of annual leave; donations above 8 hours will be made
in whole hour increments.
·
The donor must have a balance
of at least 120 hours of paid leave (annual) remaining after the contribution.
·
Donations are limited to
240 hours of annual leave per employee per calendar year.
·
Donations of annual leave
upon separation or retirement is not permitted.
·
Donations are irrevocable
·
An employee cannot donate
his or her own sick leave to the crisis pool
The employee must complete a leave
form and designate the leave as a “Donation to the Crisis Leave Pool”.
This form should be returned to the department or unit’s leave keeper,
who then forwards the slip to the Leave Pool Manager.
An employee may request leave
from the Crisis Leave Pool by completing a Crisis Leave Request Form. The
request must be accompanied by a statement from the employee’s Health Care
Provider. The statement must include:
·
Beginning date of the illness
or injury and
·
Detailed description of
the illness or injury, including any requested information in making a final
determination of eligibility, and
·
Prognosis for recovery,
if the request is for an employee, and
·
Anticipated return-to-work
date, and
·
Documentation as requested
by the Leave Pool Manager to establish eligibility of a family member.
The granting of crisis leave is
meant to cover only the circumstances for which it was requested. If any change occurs in the nature or severity
of an illness or injury, or of any other factor on which the approval was
based, the employee must provide documentation describing the change to the
Leave Pool Manager. The employee can
request more crisis leave subject to the limits outlined above; however, extensions
of crisis leave are not automatic. Each
extension must be reviewed, and if approved, will be done so on a first-come,
first-served basis.
Hours granted from the Crisis
Leave Pool may be used only for reasons stipulated in the approved request.
The use of the Crisis Leave Pool that is not in accordance with procedures
and requirements outlined in this policy may constitute payroll fraud and
may result in disciplinary action up to and including termination,
and or criminal prosecution.
Employees who are able to return
to work before using all of their granted crisis leave must return the unused
leave to the Crisis Leave Pool.
·
Crisis leave will be paid
at the receiving employee’s base rate of pay (excludes special pay, shift
differentials and supplemental pay).
·
An employee on crisis leave
will continue to receive benefits as appropriate.
·
Employees on crisis leave
will not continue to accrue paid leave (in accordance with Civil Service rule
11.5(a).
The decision to approve or deny
crisis leave by the Pool Manager is final and not subject to appeal.
Related Sites: http://www.sh.lsuhsc.edu/HR/HRM/Benefits/Benefits.htm
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.2.5.pdf
3B - Group and Health Related Benefits
3.13 Office of Group
Benefits - Health Insurance
If you
who work 75% effort (30 hours per week) or more, you may be eligible to participate
in a Group Health Insurance Plan. This benefit is not extended to you if you
are employed in a Transient, Student, or Temporary Appointments. You will
be subject to a pre-existing condition clause, which means for a one-year
period, the insurance will not cover any condition for which you or your covered
family members have been treated within the past six months. New employees
or existing employees who were covered by health insurance for at least one
year within the last 62-day period prior to enrolling in this plan will not
be subjected to the pre-existing condition clause. If you begin work on the
first day of the month, your coverage will become effective the first day
of the following month. Otherwise,
coverage will commence on the first day of the month following one full month
of employment. Additional information can be obtained by contacting the Benefits
Section of Human Resource Management.
https://www.groupbenefits.org/
3.14 LSU System’s Health Plan – (Definity Health)
This plan is a Consumer Driven
Health Plan (CDHP), one designed
to give you choice and control on how to spend your healthcare dollars. If
you who work 75% effort (30 hours per week) or more, you may be eligible to
participate in a Group Health Insurance Plan. This benefit is not extended
to you if you are employed in a Transient, Student, or Temporary Appointments.
You will be subject to a pre-existing condition clause, which means for a
one-year period, the insurance will not cover any condition for which you
or your covered family members have been treated within the past six months.
New employees or existing employees who were covered by health insurance for
at least one year within the last 62-day period prior to enrolling in this
plan will not be subjected to the pre-existing condition clause. If you begin
work on the first day of the month, your coverage will become effective the
first day of the following month. Otherwise,
coverage will commence on the first day of the month following one full month
of employment. Additional information can be obtained by contacting the Benefits
Section of Human Resource Management.
3.15 LSU
System’s Dental Insurance (Ameritas)
This plan encourages preventative dental care, but also
provides meaningful benefits if you need basic and major dental services.
There are two options you can choose from under this plan. The plan provides the freedom to select any
licensed dentist. Premiums are payroll deductible. You can enroll in this
plan only during open enrollment, which usually occurs during the month of
April, or within the first thirty days of employment.
More detailed information can be obtained by contacting the Benefits
Section of the Human Resource Management Department.
This is not an insurance plan, but a referral plan that
offers reduced rates for dental services to you and your family. You must select a service provider from a list
of participating dentists and orthodontists to receive the discounted rates.
Additional information can be obtained by contacting the Benefits Section
of the Human Resource Management
Department.
3.17 Vision Insurance (Always
Vision Plan)
Always
Vision Plan benefits are designed to protect your visual wellness. This benefit is available to you as well as
eligible family members. You must enroll
within your first thirty days of employment; otherwise, enrollment is allowed
only during annual enrollment, usually the month of April. You pay up to a
$25.00- co-pay for covered benefits (materials and services) provided from
an in-network provider. If services
are provided from an out-of-network provider, Always Vision will reimburse
you up to the amount allowed under the plan’s out-of-network provider reimbursement
rate. The cost of this benefit is payroll
deducted. http://www.starmountlife.com/
3.18 Office of Group Benefits – Term Life
(Prudential)
If you work thirty (30) hours per week or more, you may
be eligible to participate in the Group Life Insurance Plan. Active full-time employees and Retirees up to
age 70 may choose a flat coverage amount of $5,000 in Basic Term Life and
receive a matching amount of Accidental Death and Dismemberment (AD &D)
Coverage. You may choose additional life insurance coverage, Supplemental
Term/ A D & D, in an amount equal to 1.5 times your base annual earnings
with matching AD & D coverage. The
total maximum benefit is $50,000. The cost of these benefits is payroll-deducted
and is shared equally between the employee and the State of
Employees' spouse and children are eligible only if employees
are enrolled in either Basic or Basic Plus Supplemental Term Life.
Two different coverage options are available under Basic Life: Spouse
coverage $1,000/ Children coverage $500 and Spouse coverage $2,000/ Children
coverage $1,000. In addition, you may choose from two different
coverage options under the Basic Plus Supplement plan: Spouse coverage-$2,000
/Children coverage $1,000 and Spouse coverage $4,000/Children coverage $2000.
Children are covered from birth to 21 years of age unless a full-time
student, in which case coverage can be extended to age 24.
The Prudential Insurance Company of
https://www.groupbenefits.org/
Other
Life Insurance offered through payroll deduction--no employer contribution:
LSU SYSTEMS (ING) – Term Life
LSU SYSTEMS (ING) – Accidental
Death and Dismemberment
You may contact the Benefits office
for more detailed information regarding any of these life insurance products
3.19
Group Accidental Death and Dismemberment Insurance (
Louisiana
State University Health Sciences Center ‑ Shreveport offers this low
cost Voluntary Accidental Death and Dismemberment Insurance through the Hartford
Life Group Insurance companies. Most employees, who work 75% of the time or
more, and their family members, are eligible.
This plan provides for full 24 hour, 365 days-a-year coverage against
a covered accident in the course of business or pleasure. You may choose benefits
to suit your needs ranging from $27,500 to $300,000, with a choice of individual
or family coverage. If family coverage
is elected, your spouse will be covered for 50% of your benefit amount or
40% if you have eligible children. Each
of your eligible children (ages 14 days through 18, 22 if a full-time student)
will be insured for 15% of your benefit amount or 10% if your spouse is eligible
for coverage.
Coverage
under this plan will become effective in the month following enrollment, and
premiums are payroll deducted. Please contact the Benefits Office in the Department
of Human Resource Management for more information.
3.20
Long-Term Disability Income Protection Insurance (
Active
salaried academic, unclassified, and classified employees working 75% full-time
employment (30 hours per week or greater) are eligible to participate in this
long-term income continuation plan. If you become disabled through illness,
the plan will provide a monthly benefit. The
amount of the benefit will be calculated based on total or partial disability
formula, whichever is applicable. The plan benefits are coordinated with other
disability income plans, Workers Compensation, and the United States Social
Security Act.
This plan has an elimination period,
which means that benefits become payable after you have been totally disabled
for the later of three months or the end of the University sick leave benefits.
The LSU System partners with The Hartford
to provide LTD coverage. New employees may apply without restriction during
the first thirty 30 days of employment with coverage beginning the following
month. Other employees wishing to obtain this coverage will be required to
provide evidence of insurability before becoming eligible for the coverage.
Premiums are payroll deducted and are
calculated according to the amount of your annual base salary. Please contact the Benefits Office for more
detailed information.
If you are a full-time active employee
or retiree, you are eligible for the Long Term Care Plan. This Long Term Care Plan is underwritten by
UNUM and is available to you, your spouse, your parent’s and grandparents
and your spouse’s parents and grandparents.
Coverage is not available to dependent children or to individuals under
age 18.
The Tax Saver Plans gives you
a way to take home more money in every paycheck.
Eligible expenses are deducted from gross salary before taxes are deducted.
Therefore, you pay less in taxes and your net paycheck increases.
Two plans are
available to employees at LSUHSC-S:
Premiums Only Plan: Eligible
Insurance premiums can be sheltered from tax. This type of tax saver plan is also known as
the cafeteria plan.
Flexible
Spending Accounts (FSA): These type accounts (Health Care and Dependent Care) allow eligible child care and elder
care expenses and out-of-pocket health care expenses for you and/or your eligible
dependents to be tax sheltered.
The Tax Saver Plan year
runs from July 1st through June 30th. Once you join the Cafeteria Plan, your eligible
insurance premiums will automatically continue to be sheltered from tax each
year unless you request to terminate your participation during the Annual
Enrollment Period. FSA accounts do
not automatically roll over from year to year. Participants in the Dependent
Care and/or Health Care Plan must re-enroll every year during the Annual Enrollment
Period.
You should not contribute more
to your Dependent Care or Health Care FSA than can be claimed for eligible
expenses. Any amount left in your FSA
at the end of the plan year is forfeited and will not be returned to you.
The Tax Saver
Plans must be administered according to Internal Revenue Service rules and
regulations. Once the Tax Saver Plan
year begins, you are “locked in”, and cannot make changes to your Tax Saver
Plan elections unless you experience certain qualifying events and are approved
for a change in status. If you have
not experienced a Qualifying Event and are not approved for a Change in Status,
you may not change any of your sheltered premium amounts during the Tax Saver
Plan Year. All Participants can request
changes, without penalty, during the Annual Enrollment Period. Approved changes during the Annual Enrollment
period will become effective on the first day of the new Tax Saver Plan Year
(July 1).
Upon termination of employment
or reduction in percent of time worked (less than 75%), you may apply for
temporary, eighteen months, of health and dental coverage. A thirty-six month extension is available to
a spouse at divorce or legal separation or to a child who becomes ineligible
for coverage because he/she has reached an ineligible age (21 unless full-time
student, then 24) or is no longer your dependent for income tax purposes.
Public
Law 99‑272 (Consolidated Omnibus Budget Reconciliation Act of 1985)
requires that all newly hired employees (employees hired after
Employees with
state service, those hired before
3C - Retirement & Related Programs
3.24 Teachers’ Retirement System of
All faculty and unclassified
employees, both full-time and part-time (51% effort and greater), with tenure
must participate in the Louisiana State Teachers' Retirement System or Optional
Retirement Plan rather than in the Federal Social Security (FICA). Contributions
are tax‑sheltered and are presently 8% of gross base pay. The employer
contribution rate is determined annually by the Public Retirement System’s
Actuarial Committee. Employees who
choose the Louisiana State Teachers’ Retirement System are vested after five
years of service. Only the employee
contributions may be withdrawn upon resignation.
Employees who
work part-time (less than 50% effort) or employees without tenure must participate
in the Faculty Optional Retirement Plan, Louisiana Deferred Compensation or
Social Security. Louisiana State Teachers’
Retirement is not an option. Employees are automatically placed in Social
Security until an optional plan is elected.
3.26 Optional Retirement Plan (ORP)
All faculty and unclassified employees,
both full-time and part-time (51% effort or greater), may choose to participate
in the Optional Retirement Plan as an alternative to the Louisiana State Teachers’
Retirement System or Social Security. Contributions are tax sheltered and
are presently 8% of gross base pay.
This plan provides programs from TIAA/CREF,
VALIC and
3.27
All
classified, non-faculty, both full and part-time (51% or greater) must participate
in the Louisiana State Employee Retirement System rather than in FICA, Federal
Social Security. Contributions are
tax-sheltered and are presently 7.5% of the gross base pay for employees hired
before
Part-time employees (less than 51% effort), Temporary (Restricted)
Appointments may contribute to Louisiana Public Employees Deferred Compensation
in lieu of Social Security. Contributions
are tax sheltered. Employees are automatically
placed in Social Security; however, this election can be changed to Deferred
Compensation upon request.
http://www.lasers.state.la.us/
3.28 State of
The Louisiana Deferred Compensation
Plan allows employees who participate in a designated retirement plan the
opportunity to participate in a voluntary supplemental retirement plan which
is also tax‑sheltered. LSUHSC-S
does not provide matching funds.
Great‑West Life Assurance Company
is the plan administrator and provides communication, record keeping of the
accounts and investment of plan assets. For more information call (504) 926‑8082,
925‑3700 LINC or 1‑800‑345‑4699.
The federal government gives employees
of educational institutions the opportunity to contribute amounts to supplemental,
retirement 403b plans. These contributions are exempt from federal and
The
SECTION 4.0 - STAFF TRAINING and
DEVELOPMENT
Human Resource Management
4.1 STAFF TRAINING
Staff training for state
employees is offered at LSUHSC-S through the Comprehensive Public
Training Program (CPTP). The courses
provide management development and supervisory training, as well as general
application classes for non-supervisors to upgrade professional, technical,
and managerial skills of state employees.
CPTP is a section of state
government within the Division of Administration. The Department of State Civil Service is the
co-sponsor of the training program. The
instructors for the program are the staff of the Public Management Program,
Civil Service
Mandatory Supervisory Training requires that some supervisory job titles
must complete a set of CPTP courses within a three year period of their hire
or promotion to the supervisory position.
There is curriculum
for Managers and Supervisors, First-line supervisors outside the traditional
office environment, Non-supervisors, and Technology-based training online
training.
A
schedule
of classes is available for LSUHSC-S employees published each year found
at the HRM website.
Administrative
Directive 2.8.10
The Campus Education Day program is the annual mandatory training required by
JCAHO and other federal and state regulatory agencies for all employees, staff,
and faculty of LSUHSC-S each year. The
program is offered online
and also as a live program
in the Medical School Auditorium.
Every employee must complete this training
each year except during the year when they attend New Employee Orientation.
Employees are scheduled to complete training during their birth month.
Attendance is monitored by each department, Administration, and Human
Resource Management. Attendance reports
are available electronically each month.
4.3 PROJECT CARE
Project CARE
is an on-site training program and computer-based lab for employees only designed
to:
·
Improve reading, writing, and math skills
·
Offer computer application tutorials – most Microsoft Office
applications
·
Provide opportunity to complete Campus Education Day online
training
·
Increase typing speed and accuracy
·
Prepare for work-related exams, such as Civil Service tests
·
Build skills for job advancement
·
Help prepare for GED
You may be allowed up to one hour of work-release
time to attend classes. However, it
is your responsibility to get approval from your department director. If work-release
time is granted, you may combine this time with personal time.
The lab is located in Medical School B Bldg. Room G-320 and
open Monday – Friday.
SECTION 5.0 - GENERAL
RULES AND DISCIPLINE
5.1 ABSENCE FROM THE JOB – REPORTING
If you are ill, have an accident, or are otherwise unable
to report for work at the appointed time, you are expected to notify your
supervisor or the designated person by telephone. Absence or late reporting
must be reported each day at least one‑half (1/2) hour prior to the
start of your shift or sooner, depending on the instructions furnished to
you by your department.
Failure to follow this procedure may result in the receipt
of a disciplinary action, and absence for the prolonged period of three (3)
consecutive days without proper notification is subject to termination of
employment on the basis of job abandonment.
Related
site: http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/hospital_policy/h_3.7.0.pdf
5.2 CODE OF ETHICS FOR
All State employees are subject to Louisiana Revised Statute
1950, Title 42, Chapter 15, "Code of Governmental Ethics.”
The Code prohibits public employees from soliciting or accepting,
directly or indirectly, anything of economic value as a gift or gratuity;
from any person or firm who has or is seeking to obtain contractual or other
business or financial relationship with the public employee's agency. "Things
of Economic Value" means money or other items having economic value,
except promotional items having no substantial resale value. Food, drink,
or refreshments consumed by a public employee, including reasonable transportation
and entertainment incidental thereto, while the personal guest of some person,
is not considered a thing of economic value, and may be accepted by public
employees. Reasonable discretion and judgment should govern the employee's
action in such matters.
On occasion, off‑site training of
The primary objective of the "Code of Governmental
Ethics" is to protect the integrity of state government. Strict adherence
to the provisions of the "Code" will insure that the public's confidence
in the integrity of the
If any employee has a question concerning the legality of
an offer or invitation from a vendor, he or she should contact as appropriate
one of the following:
The Hospital Administrator
The Vice Chancellor for Administration
and Finance.
5.3 CUSTOMER RELATIONS POLICY
A.
PURPOSE
This policy provides guidelines for the attitudes and actions
of all levels of employees empowered to foster favorable relations between
employees and patients, patients' families, visitors, fellow employees, and
the medical staff.
B. PHILOSOPHY
1. Louisiana State University Health Sciences Center is a center
of excellence. Every employee is both challenged and empowered to do his or
her job in such a way that patient care, medical education, and research consistently
and completely meet the following standards:
a. Competent
b. Courteous
c. Compassionate
d.
Considerate
2. Every
3. Through sharing this vision, we create a truly great health
sciences center which better serves our city, our state, and our nation.
C. POLICY
It is the policy of
1. Be
aware of and concerned about how his or her attitude and actions affect the
customer and fellow workers.
2. Demonstrate appropriate behavior as described
in the policy.
D. DEFINITIONS
1. Appropriate behavior: an attitude or action displayed in interaction
with others (patient, patient families, fellow employees, medical staff, and visitors)
that includes:
a.
Courtesy and politeness
b.
Friendliness
c.
Concern for the customer's
well being
d.
Sensitivity and prompt
responsiveness to the customer's wants and needs
e.
Cooperation with and helpfulness
to the patient, members of the patient's' family, visitors, and coworkers
f.
Pride in self, job/profession,
and the
g.
Respect for the customer
and coworkers
2. Favorable relations between
employees and customers: a favorable relation reflects the following:
E. RESPONSIBILITIES
1.
It is the responsibility of each employee to:
a.
Ensure that his or her
attitude and actions are at all times consistent with the standards as outlined
within this policy.
b.
Compliment a coworker when
his or her actions comply with this policy.
c.
Remind a coworker when
his or her attitude or actions are inconsistent with these standards.
d.
Call instances of excellence
or noncompliance to the attention of the appropriate supervisor or department
head.
2.
It is the responsibility of each department head and supervisor to:
a.
Ensure that each employee
under his or her jurisdiction upholds these standards.
b.
Investigate reports of,
document instances of violation of these standards, take appropriate corrective
actions, especially when behavior is shown to repeatedly and willfully disregard
the standards of behavior described above. Such appropriate action may include
verbal or written counseling and guidance. If disciplinary action of a classified
employee is warranted, it will be taken pursuant to and in conformity with
Civil Service rules.
c.
Commend an employee under
his or her jurisdiction whose attitudes and actions consistently exceed these
standards. Such commendation should include the issuance of a letter of commendation
for placement in the employee's personnel file.
d.
Evaluate an employee's
compliance with these standards as part of conducting regularly scheduled
performance appraisals and at other times as may be needed for the effective
operation of the work unit.
e.
Bring to the attention
of the appropriate supervisor or department head instances of behavior contrary
to or consistently in excess of these standards by an employee under the jurisdiction
of another supervisor or department head.
LSUHSC-S identification badges must be worn at all times.
They must be clearly visible and worn at the level of the right or
left chest. No sweat suits, shorts,
athletic wear or non-approved lab jackets or scrubs suits may be worn (see
individual department policy for definition).
No hats, bandannas, or headgear including earphones, radios etc. may
be worn unless required for safety or as part of the uniform.
No sleeveless (muscle) shirts may be worn.
T-shirts may be worn in some departments (see department dress code)
but must be free of slogans and objectionable language. Shirts should be tucked into trousers or skirts
when possible. No halter or low-cut
tops are permitted. See through apparel
will not be allowed. Jeans, including
colored jeans, may be worn if the employee has no patient contact as part
of their duties; they should be neat, clean, and free of holes or patches. Individual departments may elect to ban jeans.
No shorts or spandex attire will be permitted.
Skorts and culottes are permitted if they are appropriate in length
and present a professional appearance. Shoes
are to be neat and clean. Tennis shoes are acceptable unless not permitted
by safety regulation. Thongs and sandals
are prohibited. Make-up, jewelry, and
cologne/perfume should not be so excessive as to cause disruption to patients
or co-workers. Novelty buttons and
badges with slogans are prohibited. Hairstyles,
beards, and mustaches are to be clean, well groomed, and conform to infection
control and OSHA standards. Dress/hygiene which is considered in poor taste
or disruptive to an organization may be addressed by the supervisor as a violation
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.8.11.pdf
5.5 IDENTIFICATION BADGES AND BUILDING ACCESS
The University Police Department
is responsible for issuing identification badge and programming building access.
Photo identification and building access is included in one badge.
LSUHSC-S provides the initial identification and building access
badge at no cost to all employees, contractors, volunteers, students and student
workers. You are expected to wear the badge conspicuously displayed on your
person at all times while on duty. Identification badges must be unaltered
and free of any other material, i.e., pin, stickers, etc. If your badge is
damaged or you change departments, job title or name, you must bring your
old badge to Room G-213, Police Operations Section, University Police, Medical
School Building B to have a new badge made without cost. If you do not present
the old badge, you will be charged a $20.00 replacement cost. All employees
will be charged a $20.00 replacement cost for lost, or intentionally damaged
or disfigured badges.
Procedure to secure
a replacement badge:
1.
Proceed to the Cashier’s window,
Room 1-218B, 1st Floor,
2.
Proceed to Room G-213, University
Police Operations Section with a copy of your receipt. University Police personnel
will verify employment issue you a new identification badge.
Procedure to add building access to your badge:
If you need additional access to building areas based upon job
responsibilities, you must:
1.
Proceed to Room G-213, University
Police Operations Section with a new Request for Building Access and Photo
ID Card form signed by your supervisor. The form must be filled out completely
identifying the additional building/area access needed.
2. University Police personnel will grant new
access as required.
5.6 GRIEVANCE PROCEDURE
A grievance procedure for all non‑union classified
and unclassified employees was established at
STEPS OF THE GRIEVANCE PROCEDURE
Step 1: The employee shall present the grievance in
writing to his/her immediate supervisor within five (5) working days beginning
with the day after the occurrence of the incident which caused the employee
to be aggrieved. The supervisor will promptly establish a meeting with the
employee to discuss the grievance and/or will render a written answer to the
grievance within three (3) working days beginning with the first working day
after the grievance is presented to the supervisor.
Step 2: If the employee is not satisfied with the decision
of his/her immediate supervisor, he/she may, within three (3) working days,
submit his/her grievance in writing to the Department of Human Resource Management.
The designated representative of the Department of Human Resource Management
will conduct an investigation within five (5) working days. If the Department
of Human Resource Management representative feels that, based on the facts,
the employee has a valid grievance, he/she will notify the department head
of his/her findings. If the department head does not concur with the Department
of Human Resource Management representative's findings, or if the Department
of Human Resource Management representative feels that the grievance is not
justified, the Department of Human Resource Management representative will
render a written decision to the employee and the department head within three
(3) working days after the initial response was rendered.
Step 3 If the employee is not satisfied with the decision
at Step 2, he/she shall, within two (2) working days beginning with the first
working day after receiving the decision submit his/her grievance in writing
to the appropriate Dean. The Dean, or his designee, will discuss the grievance
with the employee within five (5) days and render a written decision within
three (3) working days beginning with the first working day after the grievance
is discussed with the employee.
Step 4 If the employee is not satisfied with the decision
at Step 3, he/she shall, within two (2) working days beginning with the first
working day after receiving the written decision, submit his/her grievance
in writing to the Chancellor for decision. The Chancellor, or his designee,
shall meet with the employee within four (4) working days of receipt of the
written grievance and shall render a written decision within five (5) days
thereafter.
Decisions rendered by the Office of the Chancellor are final
within the university.
At each step in this grievance procedure the employee filing
the grievance, and the person against whom the grievance has been filed, must
be notified in advance and in writing of the step hearing. If either party
chooses not to participate in the hearing procedure, the person designated
to conduct the step hearing will proceed and render a decision based upon
available evidence. A grieving employee who chooses not to participate in
the hearing process forfeits appeal to the next step.
If the grievance involves employees from two different departments,
the Director of Human Resource Management will designate an independent third
party to conduct Step 1 of this grievance procedure.
If the grievance filed is against an employee of the Department
of Human Resource Management, the Director of the department will designate
an independent third party to conduct Step 1 of this grievance procedure.
If the employee is not satisfied with the decision of the person designated
to conduct Step 1, the employee may submit the written grievance to the Chancellor
for Administration and Finance or his designee who will conduct Step 2 of
this grievance procedure. All time requirements in the grievance procedure
apply to this procedure involving employees of the Human Resource Management
Department.
Any employee interested in informally discussing a potential
complaint may do so by contacting the Department of Human Resource Management,
Assistant Director of Employee Relations, Room 122‑Allied
5.7 POLITICAL ACTIVITY
No employee in the classified service
shall participate or engage in political activity; be a candidate for nomination
or election to public office, except to seek election as the classified state
employee serving on the State Civil Service Commission; be a member of any
national, state, or local committee of a political party or faction; take
active part in the management of the affairs of a political party, faction,
candidate, or any political campaign, except to exercise his right as a citizen
to express his opinion privately, to serve as a commissioner or official watcher
at the polls and to cast his vote as he desires; or take active part in an
effort to recall from office an elected public official, or seek, solicit
or attempt to coerce any person including any employee in the classified service
and any member of the Commission into participating in any such effort or
signing a recall petition except that nothing contained herein shall prevent
an employee in the classified service or member of the Commission from signing
a recall petition.
A full time employee of the system
shall not accept any appointive political office nor seek or hold any elective
remunerative political office, without the consent of the President.
5.8 POSSESSION OF WEAPONS AND CONTRABAND ON STATE PROPERTY
The introduction of contraband (which
includes any firearm or other instrumentality customarily considered a dangerous
weapon, as well as unauthorized drugs, narcotics, etc.) on the grounds or
into buildings of LSU Health Sciences Center is prohibited by R.S. 14:402.1.
It is clear that weapons (firearms, explosives, knives with blades
of six or more inches in length, straight razors, etc.), and unauthorized
drugs and narcotics constitute an unacceptable threat to the safety of staff,
patients and visitors. Accordingly, it is the policy of the
(1) Confiscate the weapon or other
contraband;
(2) Lodge a criminal complaint with
Caddo Parish/Shreveport police authorities.
(3) Report the incident to the Hospital
Administrator, Chancellor, and Vice Chancellor for Business Affairs who, if
a staff member is involved, will direct appropriate disciplinary action.
Introduction or possession of such
contraband is chargeable as "deliberately or carelessly endangering the
safety of, or causing injury to, personnel or patients" for which the
maximum civil service penalty is dismissal.
The maximum criminal penalty for those
convicted of introducing or possessing contraband on state property is imprisonment
for not more than three years.
5.9 POSTING OF ANNOUNCEMENTS ON WALLS, DOORS, AND
IN ELEVATOR
If you have announcements that need
to be communicated to any group of employees, notices of items for sale, or
announcements on programs, both educational and recreational, you may post
these notices on unlocked bulletin boards conveniently located throughout
the
It is, however, inappropriate to place
any announcements on walls, doors, or in elevators. Announcements placed in
inappropriate areas will be immediately removed in order to maintain the proper
appearance of all buildings.
5.10 SOLICITATION
It is the policy of
Solicitation is defined as the act of urging or persuading
of individuals by peaceful or other means to accept a product or service for
sale.
Employees may not distribute literature or solicit for any
purpose at anytime (working or non‑working time) in immediate patient
care areas. In all non‑patient care areas, employees may not distribute
literature or solicit for any purpose during employee working time. This includes,
but is not limited to selling any items such as cosmetics, plastics, ceramics,
pencils, candy, plants, or establishing and selling chances on baseball, football,
basketball games etc.
Visitors and patients may not solicit or distribute literature
on the premises for any purpose or at anytime.
External organizations on occasion request permission to
sell various items within the
The intent of this policy is not to exclude or discontinue
activities such as
It is the responsibility of all employees to adhere to this
policy. Appropriate disciplinary actions
may be taken against those not in compliance.
It is the responsibility of supervisors, managers, and department
heads to enforce this policy. Internal
violations of this policy should be brought to the attention of the Human
Resource Department to determine whether or not appropriate disciplinary action
should be taken. Violations by persons
not associated with their department should be brought to the attention of
the Human Resource Department. If needed, contact the University Police Department
to escort the external violator(s) off the premises. The Human Resource Department will document
the incident and inform the supervisor of the case of a LSUHSC employee.
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.8.4.pdf
5.11 STATE PROPERTY
All items of moveable equipment having
an acquisition cost (including freight and installation charges) of $250.00
or more, and certain gifts having a value of $250.00 or more must be placed
in inventory. In each case cited above, the usual life of the equipment must
exceed two (2) years or more.
State Property Regulations require
that no person shall entrust state property to any state official, state employee,
or anyone else for other than state purposes.
Department heads are responsible for
proper use and protection of equipment. Ownership of items of equipment rests
with the state rather than with a department or office regardless of whether
or not the equipment may have been purchased from departmental budget allocations
or from special appropriations or allocations for equipment.
When a department wishes to loan equipment
to another state agency or to another department in the
Department heads are responsible for
communicating this policy to all department personnel.
5.12 SUBSTANCE AND ALCOHOL ABUSE POLICY
General Policy
Authority--Administrative Directive 2.8.5, which
can be viewed in its entirety at:
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.8.5.pdf
5.13 TELEPHONE AND EMERGENCY CALLS
Our telephones are here to expedite
the services of the
Non-emergency telephone calls to or
from employees while the employee is on duty are not permitted. Non‑emergency
calls should be handled during non‑work periods. Employees should provide
a departmental phone number to relatives or persons who may need to contact
them in case of an emergency.
General calls referred from the switchboard
to the Department of Human Resource Management will be screened to determine
the nature of the call. Non‑emergency calls will not be referred. Callers
will be advised that the Department of Human Resource Management will refer
only emergency calls.
Provided the caller informs the Department
of Human Resource Management that the call is of an emergency nature and is
willing to describe the emergency, a message will be relayed to the employee
via his/her department head or supervisor.
The caller will be asked for the telephone
number the employee is to call, should a return call be necessary, and/or
the appropriate department will be advised of the extent of the emergency.
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.8.1.pdf
5.14 WORKPLACE VIOLENCE PREVENTION POLICY
Employees are the State’s most valuable resource and their safety
and security are essential to carrying out their responsibilities. Every employee has a reasonable expectation
to perform his/her job in a place free of threats and assaults. The Governor
of the State of
Work Place violence is but is not limited
to:
1.
unwelcome name-calling,
obscene language
2.
direct or indirect verbal
threats that intimidate,
3.
Physically touching another
employee in a way that intimidates is hostile or is sexually harassing. This
could be hitting, slapping, poking, kicking, pinching, grabbing and pushing
4.
physically threatening others, such as obscene gestures,
“getting in your face,” fist-shaking, throwing any object
Employees
at LSU MC Shreveport must report to their immediate supervisor and/or department
head all threats or incidents of workplace violence, which they observe or
of which they are informed.
An employee
who has been threatened or assaulted by another at LSUHSC-Shreveport should
report the situation to his/her supervisor immediately. Depending on the severity of the incident, supervisors
should do the following:
1.
If the situation is dangerous,
call University Police at #6165. Do
not try to physically remove an individual
2.
Separate employees involved.
Isolate them until they are interviewed and their statements are taken.
3.
Document all actions and
statements.
4.
Contact the proper Administrative
Staff and Human Resource Management to discuss further action.
Any
employee found in violation of this policy may be subjected to disciplinary
action up to and including termination.
5.15 DISASTER / MASS CASUALTY PLAN
The Louisiana State University Health Sciences Center Disaster
Plan has a mass casualty management plan designed to provide a framework for
organized, deliberate response to the events and demands associated with caring
for victims of disasters.
The objective of the disaster plan is to make a timely assessment
of patient needs and provisions of appropriate medical, surgical and/or nursing
care for victims of disasters occurring in the
When the disaster plan is in effect, do not use hospital
telephones for any purpose other than hospital business. Keep as many telephone
lines open as possible during the time disaster conditions is in effect.
Every employee is expected to assist in the event a major
disaster has occurred. Each department
provides call back schedules.
When arriving in the
Always carry your
Enter the
5.16 INCLEMENT WEATHER
The Chancellor and management staff recognizes that inclement
weather can create transportation difficulties for some
Each Department Head will establish a department or section
inclement weather plan that is approved by the Chancellor, School of Medicine,
through the responsible Campus Administrators: the Associate Dean, the Assistant
Vice Chancellor for Administration and Finance and the Hospital Administrator.
Each plan will define the departmental operation to be maintained during declared
weather emergencies and identify, by numbers and classifications, staff personnel
required for that level of operation. The plan should make appropriate allowances
for contingency personnel--those whose presence may be required in the event
of disaster or failure of a facility system and whose ability to reach the
campus in a timely manner would be adversely affected by transportation conditions.
If the Governor declares an inclement weather emergency
for the area, the Chancellor of the
Personnel who are required by their Departmental Inclement
Weather Plan to work on declared emergency days are not excused for any reason
other than illness. Others who fail to report as scheduled will be considered
un-excused absentees and will receive leave without pay for the work period.
Those essential employees who work on officially declared weather emergency
days will earn special pay on a hour‑for‑hour worked basis in
addition to their regular salary.
Regardless of weather conditions, the campus is considered
to be on a normal operating routine until the Chancellor or his designee declares
a weather emergency. Therefore, unless announced by the Chancellor of the
Related Sites: http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/hospital_policy/h_2.8.0.pdf
http://www.sh.lsuhsc.edu/policies/policy_manuals_via_ms_word/Admin/2.8.2.pdf
Weather Advisory
The Hospital Administrator or his designee may call a Weather
Advisory during periods of poor weather conditions that do not warrant an
“Inclement Weather” schedule.
While under a Weather Advisory any
absence for Hospital Personnel must be documented by a written physician’s
statement. All non-documented absences
will be counted as leave without pay.
5.17
EMERGENCY TRANSPORT OF SERIOUSLY INJURED/ILL EMPLOYEES, VISITORS OR
PATIENTS
A. GENERAL DESCRIPTION
In the event that employees, visitors or patients become
seriously ill or injured, the following procedures are to be used, depending
upon the location of the person.
If an employee, patient or visitor
should become seriously ill or injured while on the premises and require immediate
medical attention, the following procedures should be followed:
1. Someone should immediately call
the Emergency Room Nurses' Station at 6880 and provide the desk with the following
information:
(a) The exact location of the injured
individual
(b) A brief description of the individual's
condition
2. The Emergency Room Nurses' Station will then provide an appropriate
transport vehicle and manpower to move the injured/ill individual to the Emergency
Room.
3. In the event of cardiopulmonary
arrest, call a Code 99 at 5007 and the Code Team will respond.
If an employee, patient, or visitor
of the
1. Someone should immediately notify
Emergency Medical Services at 911 and provide the dispatcher with the following
information:
(a) Exact location of the injured/ill
individual
(b) Brief description of the individual's
condition
2. Someone should then notify the University
police dispatcher, 6165, and request a Police Officer to the scene of the
injured/ill and an Officer to meet the Emergency Medical Services and take
them to the injured/ill individual.
Physicians'
Billing, Warehouse (Linwood), Children's Center, Mollie Webb
If an employee, visitor, or patient
should become severely ill or injured while on the premises and require immediate
medical attention/emergency transportation, the following procedures should
be followed:
1. Someone should immediately notify
911 and request assistance, giving location of building in which injured/
ill individual is located.
2. Someone should go to the front of
the building and direct Emergency Medical Services to the injured
Individual.
Someone should remain with the injured/ ill individual while waiting for Emergency
Medical Services to arrive.
*Response
by off-site outpatient clinics within 250 yards of main campus (see Hospital
Policy 2.11.4).
5.18 KEY DISTRIBUTION AND CONTROL
The Physical Plant and Facility Planning Department is responsible
for facility key control. A proprietary
key system and computerized key control methods are used to enhance facility
security by restricting key availability as well as monitoring each key authorized,
issued, and returned. Keys are restricted
to LSUHSC-S employees, graduate students, and approved contractors.
For an employee to be issued a key, his/her department must
submit a Request for Building Keys, Form Number S/N 1096 (04). Authorized agents must sign the key request
as follows:
Hospital
a.
Department
Head
b.
Hospital
Administration
a. Department
Head
b. No additional signatures for
keys issued within the department. Keys
required for other departments
or master keys must be approved by medical
school administration.
Animal Resources
Director
of Animal Resources.
This includes
room keys, elevator keys, B3, B4, B5, B6, and B7.
a.
Department
Head
b.
Director
of Oncology Services
Allied Health and Mollie Webb
a.
Department
Head