• Abstract and Figures
• Public Full-text

SOUTHERN UNIVERSITY SYSTEM (Baton Rouge, Law Center, New Orleans, Shreveport) HANDBOOK FOR UNIVERSITY HUMAN RESOURCES Prepared by The Office of Human Resources Services Southern University and A & M College Southern Branch Post Office Baton Rouge, Louisiana 70813 First Printing October 1974 Second Printing January 1981 Third Printing December 1983 Fourth Printing December 1999 CONTENTS INTRODUCTION 4 APPLICATION, AMENDMENT AND DEVIATION OF HUMAN RESOURCES POLICIES 5 YOUR JOB 6 METHODS OF FILLING POSITIONS 10 ACADEMIC RANKS 11 TYPES OF ACADEMIC STAFF APPOINTMENTS 12 TENURE 13 YOUR PAY 15 LEAVE GUIDELINES/POLICY 18 JURY DUTY 20 SERVICE RATINGS 42 CREDIT UNION 47 DRUG POLICY 48 DISCIPLINARY ACTION 52 GRIEVANCE PROCEDURES CLASSIFIED 58 GRIEVANCE PROCEDURES UNCLASSIFIED 59 EMPLOYEE RELATIONS AND EMPLOYEE ASSISTANCE PROGRAM 73 SUPERVISORY RESPONSIBILITIES 75 EMPLOYMENT PRACTICES/AFFIRMATIVE ACTION 82 AFFIRMATIVE ACTION FOR DISABLED/VETERANS 96 EQUAL OPPORTUNITY/SEXUAL HARRASSMENT/SEX DISCRIMINATION 106 GROUP INSURANCE 113 LOUISIANA STATE EMPLOYEES RETIREMENT SYSTEM 118 2 TEACHERS’ RETIREMENT SYSTEM OF LOUISIANA 145 SOCIAL SECURITY/MEDICARE 199 TAX DEFERRED ANNUITY 216 UNEMPLOYMENT INSURANCE 218 VOLUNTARY TERMINATION & DISCHARGE/CHECK OUT PROCEDURE 223 FORMS (GRIEVANCE, DISCRIMINATION) 225 INDUCTION CHECKLIST 231 ADA/REASONABLE ACCOMODATION 233 OUTSIDE EMPLOYMENT PROCEDURES 237 HANDLING AND DISPOSAL OF HAZARDOUS CHEMICALS 244 FACTS ABOUT SEXUAL HARASSMENT 247 FAMILY MEDICAL LEAVE 248 WORK PLACE VIOLENCE POLICY 256 INDICATORS OF POTENTIALLY VIOLENT BEHAVIOR 257 WEAPONS (HANDGUNS, RIFLES, SHOTGUNS, ETC.) IN WORK PLACE 258 WORK INTERRUPTIONS 259 ABSENCES 260 DETAILS 263 RETURN­TO­WORK POLICY 264 REPORTING IN AND OUT (DAILY ATTENDANCE) 265 3 INTRODUCTION Welcome to the Southern University System. We hope that your relationship with the University is both long and productive. To promote this, we have provided you with your own copy of our Human Resources handbook. The information in the handbook will not only acquaint you with University policies, but will answer many of your questions. All of the questions cannot be answered because you will have some which will pertain only to information needed by you; therefore, feel at liberty to stop by the Office of Human Resources and discuss any questions or problems which you might have which are not covered in this handbook. We are a part of the State Civil Service Program and the Southern University Board of Supervisors, and this handbook does not replace or change any of the regular Civil Service rules or the Southern University Board of Supervisors’ Policies. We are glad to have you with us and hope that you enjoy your work while you are here. 4 APPLICATION, AMENDMENT AND DEVIATION OF HUMAN RESOURCES POLICIES Application of these policies and procedures is effective for all employees of the Southern University System. Amendments to these Human Resources policies, procedures, and practices are subject to change at Southern University’s discretion in order to maintain legal compliance, operational effectiveness, and the general scope of desired work­place conditions. Upon amendment of any part of this handbook, Southern University will endeavor to use normal communication channels to apprise employees, in a timely fashion, of such changes and their effect, if any. Each employee covered or affected by this handbook is responsible for knowledge of and compliance with all provisions contained herein. Violations of these policies and procedures will be corrected on a case­by­case basis depending on individual merit and circumstance. Only as a last resort, or under repeated or serious infractions, will Southern University initiate disciplinary measures as a means of correcting violations, as Southern University is fully committed to the success of every employee and the belief that all people must be willing to assume responsibility for their own actions. Nothing contained in this handbook creates an employment contract implied or otherwise. While progressive discipline is the principle, letters of counseling/warnings may be given an employee in lieu of a suspension, but such letters of counseling/warnings are considered progressive discipline. Such letters of counseling/warnings count as a separate violation for the commission of that offense. YOUR JOB 5 A new job is a new experience regardless of the previous experience that you might have had in a similar job. There will be new people with whom you will work; there is new or different equipment with which you must become familiar; the physical surroundings are new, and the working hours may be different. We welcome you to our “Family” and hope that your stay with us will be pleasant and mutually profitable. We are a State supported institution, and our employees are governed by the rules of the State Civil Service, and the Southern University Board of Supervisors. We are also an educational institution and it is not always possible for us to observe the specific holiday schedule that may be stated by the State of Louisiana. However, as you will see when you read the section devoted to holidays, an explanation and a method of satisfactory adjustment has been reached. The specific details concerning your job will be given to you by your supervisor and/or department head after you have been assigned. They will introduce you to the employee with whom you will be working, acquaint you with any departmental rules and generally assist you in becoming adjusted in your new surroundings. If you plan to drive a privately owned automobile to work each day, ask your supervisor to direct you to the Campus Police Office so that you might properly register it to avoid receiving a parking violation citation. WORKING HOURS Some departments must be in operation twenty­four (24) hours each day, or require more than eight (8) hours of duty per day. The work schedule for each department is not included here. Your supervisor will give you the schedule of working hours that applies to your particular job. This will also include the time allowed for lunch. The normal University office hours are from 8:00 A.M. to 5:00 P.M., Monday through Friday. There are some offices where the nature of the services that are rendered necessitate their being open during the lunch hour and/or on Saturday mornings. If you are assigned to a department that falls into this category, your supervisor will explain your work schedule and form of compensation. Our lunch period for office employees is one (1) hour ­ from 12:00 (noon) to 1:00 P.M. Your supervisor will give you the lunch hour if it differs from this time period. PARKING Southern University provides a designated parking area for the convenience of employees, and to better enable employees to report to work on time. Employees using their personal vehicles for work travel are encouraged to arrange transport pools with other employees, and utilize only the designated employees’ parking areas. 6 RELIEF PERIOD (BREAK) No specific period is designated as the so­called fifteen (15) minute “coffee break” but it is generally understood that a brief few minutes in the morning and in the afternoon increases the morale of the employee and hence his/her output of work. The University and your supervisor rely upon you in not abusing this privilege, otherwise, you will, of necessity, suffer the consequences of the abuse of this privilege. OVERTIME Overtime work is occasionally required in some departments. When it is necessary for you to work overtime, you will be paid at the overtime rate or granted “K” time depending on the budget of the University/Department. Administrative Officers and unclassified exempt employees are not paid overtime or granted “K” time. All non­exempt employees are eligible to receive overtime compensation at the rate of one and one­half times their regular rate of pay for hours worked in excess of forty (40) hours each workweek in accordance with Federal Law. Employees designated as executive, administrative, and professional, based on legal definitions, are exempt from overtime pay, and therefore not covered by this policy. Any exception in these categories must have the approval of the Board of Supervisors. All overtime worked by non­exempt employees must be approved in advance by the Chancellor. Overtime hours worked by non­exempt employees without the Chancellor’s approval may be regarded as a violation of Southern University’s policy and therefore subject to disciplinary action. Employees who work approved overtime will record such hours on their time sheet. Overtime pay will be calculated on the basis of actual hours worked over 40 hours in a workweek; therefore, paid time off such as annual leave, sick leave, compensatory leave holidays do not count as hours worked for the purpose of determining overtime pay eligibility. PHYSICAL EXAMINATION All employees in the Food Service Units are required to present certificates of health before beginning their employment. This certification must be current and must be signed by a Physician; the cost of the examination is borne by the employee. Any employee in the Food Service Units who has been exposed to a contagious disease must bring a certificate from a Physician stating that there is no further danger to the public in their handling or being near food. Failure to report contact with a contagious disease will result in disciplinary action up to termination. LOYALTY OATH Each employee is to sign an oath affirming his allegiance to the Constitution of the United States and the Constitution and Laws of the State of Louisiana. 7 CONFLICTS OF INTEREST Employees will not be allowed to solicit, obtain, accept, or retain any personal benefit from any supplier, vendor, or any individual or organization doing or seeking business with Southern University. As used here, personal benefit means a gift, gratuity, favor, service, compensation in any form, discount, special treatment, or anything of monetary value.

Load more

  274

Copy Link