Institutional Policies & Procedures

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Accommodation for Disabilities

LSUHSC-S seeks to comply with the American with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act of 1973 by providing reasonable accommodations to students with documented disabilities. Identification as a student with a disability is always voluntary. However, only those students who identify themselves to the University and/or present appropriate documentation of a disability are eligible for accommodations.

Students are responsible for providing documentation of a disability and must contact their school’s academic dean (or dean’s designee) to request disability related accommodations. Costs associated with documentation of a disability are the responsibility of the student. Upon receipt of such information, the dean (or dean’s designee) will determine what reasonable accommodations, if any, are appropriate for the student. Detailed policy on Accommodation may be found by using this link - Policy on Accommodation for Disabilities  or may be obtained through each school’s Admissions Office.

Accommodation for Religious Practices & Observances

LSU Health Sciences Center - Shreveport is committed to providing an academic and work environment that is respectful of the religious diversity of its students and employees. In furtherance of that commitment, the LSUHSC-S will attempt to make accommodations while maintaining the primacy of its commitment to patient care and education.

Students who have a need for religious accommodation shall notify their school’s Dean (or Dean’s designee) prior to the start of the academic year. The school will make reasonable efforts to accommodate timely requests for absences associated with religious observances. If it is established that there is a legitimate need then, where possible, the student(s) shall be provided reasonable accommodation, including the opportunity to make up the missed academic activity.

Student Alcohol And Drug Policy

The physical and mental well-being of LSU Health Sciences Center- Shreveport students is essential to its educational research, and service missions. Substance abuse causes serious adverse consequences to the individual as well as to the university community and the public.

LSU Health Sciences Center -Shreveport is committed to creating and maintaining an environment that is free of alcohol and other drug abuse. The University complies with Louisiana Law and other applicable regulations governing alcoholic beverages and the use of illicit substances for those on the University’s premises or participating in its activities. 

Routine alcohol and drug testing

A critical part of medical education involves learning experiences in hospitals and other health care facilities. Use of these facilities in training is essential, and students must be able to complete their assigned rotations. Many hospitals and health care facilities have policies requiring drug testing and/or criminal background checks for employees, students and volunteers. Facilities that provide instruction to LSU Health Sciences Center Shreveport students may have, or may adopt in the future, drug testing and/or criminal background check policies. Some facilities mandate that students who test positive for drugs, or who have certain types of information in their criminal background checks, are ineligible to work in their facility.

Students who test positive on a routine drug test will be referred to the Dean of their respective school (or Dean’s designee) who will review their test results. If a student refuses evaluation or consent to share the results of this evaluation, he/she may be subject to disciplinary procedures including eligibility of recommendation for dismissal.

For cause testing

To ensure compliance with institutional policies and to promote a safe and healthy work environment LSU Health Sciences Center Shreveport may require students to submit to drug and/or alcohol testing “for cause” based upon reasonable suspicion of substance abuse, b) the unauthorized use or possession of alcohol on campus or at a health care setting or c) the use of or possession of illicit drugs at any time. Reasonable suspicion of substance abuse may be based upon, but is not limited to, the following criteria:

• Direct observation of drugs or alcohol use or possession and /or demonstration of physical symptoms of the influence of drugs or alcohol
• A pattern of abnormal or erratic behavior, consistent with alcohol or drug abuse
• Arrest or conviction for a drug or alcohol related offense; identification as the focus of a criminal investigation into illicit drug use, possession or trafficking
• Evidence that a student has tampered with a previous drug or alcohol test
• Possession of drug paraphernalia

Searches/Inspections

Under appropriate circumstances and in accordance with the law, LSU Health Sciences Center Shreveport, in conjunction with law enforcement authorities, reserves the right to conduct unannounced searches and inspection of LSUHSC-S facilities and properties, including vehicles.

Reporting

Reporting persons must contact the Dean of the student’s school (or Dean’s designee) and should document the exact reason why they suspect a violation. Every effort should be made to document the behavior and how the behavior is affecting the student’s performance. The reporting person should make every effort to document the specific facts that would lead a reasonable person to the conclusion that the student was using or was in possession of illicit drugs or unauthorized alcohol. Whenever possible, corroborating statements from other administrators, faculty, employees, or students as well as patients should be obtained.

Procedure

When determination to test for cause has been made, the student will be escorted to the Student/Occupational Health Clinic to obtain his/her drug screening for collection of urine sample to test for drugs and/or alcohol. Testing cost will be borne by LSUHSC-S. Testing will be done according to standard procedure for these settings.

The School will direct the Drug Screening Report to be sent to the Dean of the student’s school or his/her designee. Prior to making a final decision to confirm a positive test, the student will have the opportunity to discuss the test results and provide any documentation for a legitimate medical explanation for the positive test result.

Disciplinary/Actions

Any student who fails an alcohol or drug test will be subject to disciplinary sanctions and a disciplinary hearing. These sanctions could result in dismissal. An individual’s participation in, and successful completion of, an approved drug or alcohol counseling program coupled with his/her consent to random testing may be considered in the disciplinary process but does not ensure that dismissal will not occur.

Any student who is given the option to participate in a rehabilitation program will comply with the treatment and rehab requirements set forth below:

• Satisfactorily participate in a substance abuse assistance program or rehabilitation program.
• The student must provide permission for the treatment center to provide continuing communication and regular reports to the LSUHSC-S Dean.
• After successful completion of the treatment/rehabilitation program, the student must provide evidence of continued outpatient therapy in an approved program appropriate to the treatment recommendation.
• Remain substance free after completing a rehabilitation program for chemical dependency and participate in random drug screening during rehabilitation and for the duration of their education at LSUHSC-S.
• Failure to comply with these requirements may result in recommendation for dismissal.

Refusal to Consent to Testing

Any student who refuses to consent to an alcohol or drug test for cause or fails to provide an adequate specimen will be subject to discipline, up to and including recommendation for dismissal.

Confidentiality

LSU Health Sciences Center Shreveport respects the individual rights of its students. Every effort will be made to keep the results of alcohol and drug testing confidential. Students should be aware that test results may be used for administrative hearings and court cases and may be sent to state and /or federal agencies as required by applicable law.

Any student involvement in a rehabilitative program for substance abuse will be handled with confidentiality. Students seeking such assistance shall be protected from abuse, ridicule, retribution, and retaliatory action. All medical information obtained will be protected as confidential unless otherwise required by law or overriding public health and safety concerns.

Substance Abuse Self-Identification

The LSUHSC-S administration and faculty wish to assist students before they develop academic or legal problems related to alcohol and drugs. When a student is self-referred for treatment or counseling, no official report is made unless specific permission is granted by the student. Patient-physician confidentiality is carefully guarded.

LSUHSC-S encourages students who have developed substance abuse problems to voluntarily identify themselves and to seek immediate treatment.

A student who voluntarily self-identifies as an abuser may be permitted to continue his/her current course of study without suspension, provided:

• This self-identification occurs PRIOR to any incident that is grounds for suspension or dismissal under institutional policy.
• The student immediately enters an approved treatment program for the drug or alcohol abuse.
• The student’s conduct and academic performance remain consistent with the demands of the curriculum and profession.

A student who voluntarily self-identifies as an abuser and who, by his /her own admission, by the testimony of approved abuse counselors, or by the determination of institutional authority is no longer capable of acceptable academic and professional conduct will be required to take a medical leave of absence from LSUHSC-S. Nothing in this paragraph will preclude LSUHSC-S from suspending, dismissing or taking other appropriate action against the student for unacceptable academic performance or lack of professional conduct.

Notification of Arrests/Convictions

Students must notify their School’s Dean of any drug or alcohol related arrests or convictions within ten (10) working days after charge of an offense. Failure to do so and subsequent notification during a required background check may result in disciplinary action including dismissal. Drug-Free Workplace Act, Government Code Section 8350-8357.

Campus Safety Policies

Alcoholic Beverages Policies

LSU Health Sciences Center Shreveport seeks to encourage and sustain an academic environment that both respects individual freedom and promotes the health, safety and welfare of all members of its community. In keeping with these objectives, LSU Health Sciences Center Shreveport has established a policy governing the possession, sale and consumption of alcoholic beverages on LSU Health Sciences Center Shreveport property which conforms to Louisiana state law.

Possession or consumption of alcoholic beverages on property owned or controlled by LSU Health Sciences Center Shreveport is prohibited. Under age possession and/or consumption of alcoholic beverages on property owned or controlled by LSU Health Sciences Center Shreveport is prohibited. Intentionally or knowingly selling or intentionally or knowingly “furnishing” alcoholic beverages to persons under the age of 21 or to persons obviously inebriated is not permitted on property owned or controlled by LSU Health Sciences Center Shreveport. CM12   Guidelines for the Responsible Use of Alcohol

Illegal Drugs Policy

LSU Health Sciences Center Shreveport does not condone possession, use or distribution of illegal drugs by anyone in any LSUHSC-S facility. Any person known to be possessing, using, or distributing such illegal drugs is subject to disciplinary action and possible arrest, imprisonment or fine according to Louisiana State Law. CM7   Drug Free Workplace and Workforce:

Smoking Policy

LSUHSC-Shreveport properties is a smoke free organization. Smoking will be prohibited on all properties, leased or owned, of the Health Sciences Center. This policy is in effect for all employees, students, patients, and visitors of the Health Sciences Center. CM10   Smoking Policy

Weapons Possession Policy

In compliance with Louisiana State Law, the introduction of contraband on the grounds or in the facilities owned or controlled by LSU Health Sciences Center Shreveport is prohibited. Weapons include firearms, explosives, knives and straight razors.

Credit Hour Policy

Approved by the Administrative Council on 12-08-22

1. Policy
   LSUHSC-S defines and assigns credit hours in accordance with the federal definition articulated in Federal Regulation 34 CFR 600.2:
   “Except as provided in 34 CFR 668.8(k) and (l), a credit hour is an amount of student work defined by an institution, as approved by the institution’s accrediting agency or State approval agency, that is consistent with commonly accepted practice in postsecondary education and that -

(1) Reasonably approximates not less than -

(i) One hour of classroom or direct faculty instruction and a minimum of two hours of out-of-class student work each week for approximately fifteen weeks for one semester or trimester hour of credit, or ten to twelve weeks for one quarter hour of credit, or the equivalent amount of work over a different period of time; or

(ii) At least an equivalent amount of work as required in paragraph (1)(i) of this definition for other academic activities as established by the institution, including laboratory work, internships, practica, studio work, and other academic work leading to the award of credit hours; and

(2) Permits an institution, in determining the amount of work associated with a credit hour, to take into account a variety of delivery methods, measurements of student work, academic calendars, disciplines, and degree levels.”

The process of awarding credit may differ if an external accrediting organization defines program length and academic credit in different terms. For example, the Liaison Committee on Medical Education (LCME), which is the accrediting body for medical education programs in the United States and Canada, defines program length in terms of weeks of instruction.

2. Purpose
   This policy specifies consistent sound and acceptable practices for determining the amount and level of credit awarded for courses regardless of format or mode of delivery.
3. Scope
   This policy applies directly to all courses that award academic credit (regardless of educational delivery method) in the School of Allied Health Professions and the School of Graduate Studies and indirectly to courses in the School of Medicine.
4. Definitions
5. Procedure/Process
   Course developers are to ensure that the quantity of student learning required per credit hour is the equivalent of at least 15 hours of coursework for the semester through activities that address and demonstrate student competency in the defined learning outcomes and draw upon recommended instructional practices.
   
   Each school is responsible for establishing a formal faculty review process to ensure that the amount and level of credit awarded for its undergraduate and graduate courses is compatible with sound academic practice in the given field. Where appropriate, the schools base their review policies and processes on the standards of programmatic accrediting bodies.
   
   School of Medicine
   The Liaison Committee on Medical Education (LCME), the accrediting body for medical education programs in the United States and Canada, defines program length in terms of weeks of instruction, requiring a minimum of 130 weeks of instruction for educational programs leading to the Doctor of Medicine (MD) degree (LCME Functions and Structure of a Medical School, Element 6.8).
   
   However, the School of Medicine (SOM) generally calculates one (1) semester credit hour for every week of instructional time regardless of format or mode of delivery in line with the federal definition for credit hour.  For parallel and longitudinal courses in the M1 an M2 years, credit hours are articulated by dividing total contact hours for the course (regardless of type) by 16.  For online courses, one (1) credit hour is equivalent to approximately 3 hours of related coursework per week.  See SOM Credit Hour Policy for full methodology.
   
   School of Graduate Studies
   The School of Graduate Studies (SOGS) primarily uses the federal definition with input from the Graduate Advisory Council and peer review to determine the amount and level of credit awarded for various course offerings. The school uses the following guide for the establishment of credit hours awarded for all courses:

• 1 credit hour is awarded for 17 contact hours in one semester for lecture-based courses. Each contact hour is based on either 50 minutes of lecture time, 60 minutes of exam time, or 60 minutes of other time such as student presentations. Letter grades of A, B, C, or F are given for approved lecture courses.
• 1 credit hour is awarded for 34 contact hours in one semester for laboratory-based courses. Each contact hour is based on 60 minutes of laboratory-based instruction. Letter grades of A, B, C, or F are given for approved laboratory courses.
• 1 credit hour is awarded for each semester of weekly departmental seminars (50 minutes of lecture) and journal clubs (50 minutes of discussion of recent literature). These courses receive “satisfactory” or “unsatisfactory” grades only.
• For other courses that are awarded “satisfactory” or “unsatisfactory” grades, such as the Philosophical and Ethical Issues in Science course, 1 credit hour is awarded for 17 contact hours in one semester. The class periods are 50 minutes, and may include lectures, discussions and demonstrations.
• All courses for credit (either letter or S/U) must be approved by a majority of the members of the Graduate Advisory Council.
• Credit hours are awarded for thesis research and dissertation research. Students perform their thesis and dissertation research during this time. “Satisfactory” or “unsatisfactory” grades are awarded for research credit hours. For the PhD degree, no more than 15 credit hours of research are required. No more than 6 credit hours of research are required for the MS degree.
• All credit hours are based on a semester system, with the summer term being considered a semester.

School of Allied Health Professions (SAHP)

Each academic program in the School of Allied Health Professions submits course listings, course descriptions, and credit hours to the school’s Academic Affairs Committee for approval.  The school primarily uses the federal definition to determine the amount and level of credit awarded for various course offerings. However, input from accrediting bodies and the Academic Affairs Committee, time-honored practices by programs, and peer review are also taken into account when establishing the amount and level of credit for a given course.

The SAHP uses the following as a general guide for awarding credit:

• 1 credit hour is awarded for 15 contact hours per semester for lecture based courses. Therefore, a 3 credit hour lecture course would meet for 45 contact hours in a semester. Each contact hour is based on 50 minutes of classroom instruction.
• 1 credit hour is awarded for 30 - 45 contact hours per semester of laboratory experience. Each contact hour is based on 50 minutes of laboratory instruction.
• In situations where a course includes both lecture and laboratory experience, the credit hours are determined by the proportion of each form of instruction utilized. By example, a 3 credit hour course that includes 1 credit of lecture and 2 credits of lab would meet 15 hours for the lecture component and 60 - 90 hours (lab hours are 2 - 3 times that of lecture) for the lab component during the semester.
• 1 credit for 15 hours of contact for seminar courses.
• 1 credit for 22.5 contact hours for conferences.
• 1 credit for 15 contact hours for small group instruction.
• 1 credit for 15 contact hours of independent study.
• 1 credit for 30 hours of contact in clinical rotation courses.
• 1 credit for 15 hours of contact for practicum/preceptorship courses

Licensure/certification examinations and/or board examinations may satisfy a program’s specific area of proficiency requirements without taking prescribed courses. These exams are authorized by the program and Dean’s Office. Credit by examination is reported to the Office of the Registrar by the program upon request from the student using the Credit by Exam Form. Credits earned by examination are not included in the calculation of the student’s grade point average. The following programs offer credit by exam:

• Cardiopulmonary Science, BS Degree Advancement: Credit by board examination for Registered Respiratory Therapist (RRT) credential at 10 credits.

Harassment

Administrative Directive 2.1.3 - Harassment

1. GENERAL Louisiana State University Health Sciences Center-Shreveport (LSUHSC-S) is committed to providing and promoting an environment for employees, faculty, staff, students, and campus visitors that is free from all forms of harassment. Harassment will not be tolerated, and LSUHSC-S will take appropriate action to prevent, correct, and, where warranted, discipline behavior that violates this policy.
   This document provides procedural guidance for the prevention of harassment prohibited by federal law and the resolution of any such harassment at LSUHSC-S. This policy applies only to harassment that is not sexual in nature. Sexual harassment is separately addressed in AD 2.1.1 Sexual Harassment. LSUHSC-S employees and students are encouraged to participate in preventive education and trainings on prohibited harassment, which are offered by a variety of departments and divisions, including the Department of Human Resources.
2. APPLICABILITY This policy applies to all employees, faculty, staff, and students.
3. DEFINITIONS
   1. Prohibited Harassment (not of a sexual nature) - Abusive or hostile conduct that is directed toward or inflicted upon another person based on genetic information, race, color, religion, ethnicity, national origin, sex (which includes sexual orientation, gender identity, and gender expression), age, disability, or veteran’s status and which, because of its severity and/or pervasiveness, unreasonably interferes with an individual’s work or academic performance. Harassment is typically based on stereotyped prejudices and includes, but is not limited to, the following examples, where they are generally part of a pattern of conduct meeting the standard set forth above: slurs, jokes, objectionable epithets, or other verbal, graphic, or physical conduct that demeans, insults, or intimidates an individual because of their race, color, religion, ethnicity, national origin, age, sex, disability, or veteran status. Conduct must be deemed severe and/or pervasive from both a subjecting and an objective perspective. In determining whether conduct constitutes prohibited harassment, the following understandings shall apply:
      1. Harassment must be distinguished from behavior which, even though unpleasant or uncomfortable, is appropriate to the carrying out of instructional or supervisory responsibilities (e.g., criticism of work, corrective discipline, performance evaluation; discussion of controversial topics germane to an academic subject);
      2. The totality of the circumstances must be evaluated to determine whether a particular act or course of conduct constitutes harassment, including the frequency, severity, and context of the questioned conduct and whether the conduct was physically threatening and humiliating or a mere utterance;
      3. The conduct alleged to be harassment will be evaluated from the perspective of a reasonable person in a similar situation and not simply the particular sensitivity or reaction of an individual;
      4. An isolated incident of hostile behavior, although offensive, usually will not be sufficient to establish a claim of illegal harassment. For example, generally, a single sexual joke, offensive epithet, or request for a date does not constitute sexual harassment; however, being subjected to such jokes, epithets or requests repeatedly may constitute sexual harassment. However, administrators and supervisors should take corrective action when such isolated incidents occur, in order to ensure that repetition of that or similar conduct does not rise to the level of illegal harassment; and
      5. Although repeated incidents of hostile conduct generally create a stronger claim of harassment, a serious incident, even if isolated, may be sufficient.
   2. Retaliation - Any action that has the effect of punishing a person for engaging in a legally protected activity, such as alleging harassment, making a harassment complaint, or assisting in a harassment investigation. Examples of retaliatory adverse employment actions include suspension, demotion, or termination. In addition, this policy prohibits retaliation in the form of harassment, intimidation, threats, or coercion, or in the form of any materially adverse harm that would dissuade a reasonable student or employee from filing a harassment complaint or participating in a harassment investigation.
4. PROCEDURES
   1. Reporting of Harassment or Related Retaliation Allegations
      1. LSUHSC-S encourages students, faculty, and staff to express freely, responsibly, and in an orderly way opinions and feelings about any problem or complaint of harassment. Retaliation against persons who oppose or complain about harassment is strictly prohibited. An employee/student is protected against retaliation for their opposition to harassment as long as the employee/student has a reasonable and “good faith” belief that the complained of conduct is prohibited, even if it turns out that the complainant was mistaken as to the legality of the conduct. It is a violation of LSUHSC-S’s policy to retaliate against the complainant(s), respondent(s), witnesses or others involved in the review of such complaints. Any employee who retaliates against an employee or a student in violation of the law and/or LSUHSC-S’s Harassment policy is subject to disciplinary action, including and up to termination. This policy shall not be used to bring frivolous or malicious complaints against students, faculty, staff, or other employees. If a complaint has been made in bad faith, as demonstrated by clear and convincing evidence, disciplinary action may be taken against the person bringing the complaint.
      2. Persons who believe they have been targets of harassment or related retaliation are encouraged to report the incident(s) immediately to appropriate administrative officials as set forth below. The complaint should be made as soon as possible. Delay in reporting makes it more difficult to investigate fairly and adequately the incident and may contribute to the repetition of offensive behavior.
      3. Complaints may be made by a victim or a witness of harassment by an employee.
      4. A complaint may be made verbally. A written statement should follow as soon as possible. A complaint should contain the following information:
         1. Date and time of the incident
         2. Location of act
         3. Name of alleged who began the harassment
         4. A factual, unbiased description of the conduct
         5. Names of witnesses to the incident
         6. What results are being sought
      5. Complaints should be submitted by the victim or witness to the complainant’s immediate supervisor or to the Office for Compliance and Investigation.
      6. Employees, faculty, staff, students, and visitors may also file a report via the LSU Ethics, Integrity, and Misconduct Helpline at www.lsu.ethicspoint.com or toll-free at 855-561-4099.
      7. The Office for Compliance and Investigation shall conduct a confidential investigation. It will protect the privacy of the individuals involved and ensure that the complainant and the accused are treated fairly. Information about individual complaints and their disposition is considered confidential and will be shared only on a “need to know” basis. At the conclusion of the investigation, a report of the incident with a conclusion and recommendations, if substantiated, will be completed and provided to the chancellor for appropriate action.
      8. If the individual is on faculty, medical staff, or a house officer, the information and recommendations shall be given to a review committee. The Committee shall be the Chair of the Department, the Chancellor/Dean of the Medical School, and a Hospital Administrator or their designee.
      9. If it is found that harassment did occur, action ranging from a letter of reprimand to termination of employment will be applied.
5. RESPONSIBILITIES The Office for Compliance and Investigation is responsible for ensuring compliance with this policy. All employees, faculty, staff, and students are required to fully cooperate with an investigation.
6. EXCEPTIONS None.
7. DISCIPLINARY ACTIONS Any employee who violates this policy may be subject to disciplinary action up to and including dismissal from employment.
8. REFERENCES
   1. Federal Regulations
      1. Title VII of the Civil Rights Act of 1964
      2. The Age Discrimination in Employment Act of 1967 (ADEA)
      3. The Americans with Disabilities Act of 1990 (ADA)
      4. The Civil Rights Act of 1991
   2. LSU Permanent Memoranda
      1. Permanent Memoranda (PM) 73 Policy Prohibiting Sex- and Gender-Based Harassment and Discrimination, including Sexual Misconduct
   3.  Louisiana State University Health Sciences Center-Shreveport Policy
      1. AD 6.2 Nondiscrimination
      2. AD 2.1.1. Sexual Harassment

Inclement Weather Policy

The administration at LSUHSC-S decides when the campus is closed due to inclement weather.

If LSUHSC-S is closed or delayed in opening for inclement weather or other unforeseen circumstances, classes will be cancelled, nonessential offices will be closed, and staffing will be reduced to the level necessary to support essential operations in the institution until the campus officially reopens.

The LSUHSC-S Alert system will serve to notify faculty, students and staff of such events. Each school’s Dean, will notify their respective students about plans to reschedule any missed sessions and assessments due to the closure or delay.

SmartNotice Emergency Notification

LSUHSC-S has implemented the SmartNotice Emergency Notification System to expand and enhance its emergency notification methods. In the event of an emergency, SmartNotice may be used to provide pertinent information and instructions to LSUHSC-S students and employees through email and text messaging. Students and employees with an LSUHSC-S email account will automatically have their name and LSUHSC-S email enrolled into the SmartNotice System. Enrollment in the SmartNotice System is provided at no cost to students and employees. Enrollees that choose to update their contact information to receive text messages from the SmartNotice System may incur costs as outlined by their own cellular provider’s contract. See the SmartNotice Enrollment webpage.

Non-Discrimination

Administrative Directive 6.2

1. GENERAL The LSU System is committed to providing equal opportunity for all qualified persons in admission to, participation in, or employment in the programs and activities operated by the University. Louisiana State University Health Sciences Center at Shreveport (LSUHSC-S) prohibits discrimination based on race, creed, color, marital status, sex, sexual orientation, gender identity and expression, religion, disability, age, national or ethnic origin, genetic information, disability, or veteran’s status. LSUHSC-S conducts its programs, services, and activities consistent with applicable LSU System policy and federal and state law. The institution conforms with LSU System Permanent Memorandum 55: Equal Opportunity Policy (PM-55) through equal opportunity standards outlined in this policy and the development and maintenance of Affirmative Action plans, which require that all employees and applicants receive fair consideration for employment and that all employees are treated fairly with regard to recruitment, promotions, demotions, transfers, layoffs, furloughs, terminations, rates of pay and other forms of compensation, tenure, training, and other employment practices. LSUHSC-S complies with the provisions of Title VI, Title VII, Title IX, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1975, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and applicable state law. Retaliation against a person who files a claim of discrimination, participates in an investigation or proceeding of such a claim, or otherwise opposes an unlawful employment practice is prohibited.
2. APPLICABILITY This policy applies to all LSUHSC-S faculty, other academic, classified and unclassified positions, students, visitors and applicants for employment or admission.
3. DEFINITIONS
   1. Classified Positions - All positions covered by the provisions of the Civil Service System of the State of Louisiana.
   2. Faculty Positions - Members of the academic staff with the rank of Instructor or above and equivalent ranks.
   3. Human Resources - The LSUHSC-S Human Resource Management Department.
   4. Office of Diversity Affairs – Oversees diversity, equity, and inclusion initiatives and issues on the LSUHSC-S campus.
   5. Other Academic Positions - Members of the academic staff below the rank of Instructor or equivalent and other personnel with academic responsibilities not holding faculty rank. Appointments are typically for a specific term with duties such as performance of specialized research, instructional extension, library assignments, service, or artistic routines under the supervision of a member of the professional ranks.
   6. Unclassified Positions - Administrative officer, professional staff, other academic, and positions specifically exempt from the classified service under Article X of the Constitution of the State of Louisiana.
4. PROCEDURES
   1. Recruitment/Hiring Guidelines
      1. Faculty, Other Academic, and Unclassified Positions
         1. Position advertisements and selective criteria will be developed in direct relationship to job requirements and applicable Southern Association of Colleges and Schools (SACSCOC) requirements.
         2. The recruitment process shall be conducted in a manner consistent with the goal to attract a diverse pool of applicants. For certain vacancies, this could include placing ads in appropriate sources to attract minority and female candidates. Human Resources and/or the Office of Diversity Affairs serve as resources to departments in determining the most appropriate strategies for recruiting minorities and women for vacancies. All advertisements must include the statement: “LSUHSC-Shreveport is an Equal Opportunity/Equal Access Employer.”
         3. All vacant regular full-time positions will be publicized by LSUHSC-S to ensure that all interested and qualified employees are aware of opportunities for promotion or transfer.
         4. All pre-employment selection procedures, including credential reviews, interviews and reference checks, shall be conducted without regard to race, creed, color, marital status, sex, sexual orientation, gender identity and expression, religion, disability, age, national or ethnic origin, genetic information, disability, or veteran’s status.
         5. The use of search committees is encouraged, particularly for regular fulltime faculty and professional vacancies. Every effort should be made to include females and minority representation on search committees.
      2. Classified Positions
         1. Classified openings shall be advertised as required by University policy and Civil Service Rules and Regulation.
         2. Selection criteria will be developed in direct relationship to job requirements.
         3. All pre-employment selection procedures, including credential reviews, interviews and reference checks, shall be conducted without regard to race, creed, color, marital status, sex, sexual orientation, gender identity and expression, religion, disability, age, national or ethnic origin, genetic information, disability, or veteran’s status.
      3. See Administrative Directives 2.6.2 Staff Hiring, Promotion, Demotion and Transfer Policy, Administrative Directives 2.6.7 Employment Advertising and 2.6.12 Achieving Workplace Diversity and Inclusion for related recruitment/hiring procedures.
   2. Complaint Procedure
      1. Any member of the LSUHSC-S community who believes that s/he has been subjected to discrimination and/or harassment in violation of this policy has a right to report the conduct either through www.lsu.ethicspoint.com or to any University official, supervisor, or Human Resources.
      2. No student or employee is required to report or make a complaint of discrimination to the person who is engaging in the problematic conduct.
      3. No employee, student, witness or other individual who complains about a violation of this policy or participates in an investigation of a complaint made pursuant to this policy shall be subject to retaliation in any form.
      4. Any individual who receives a complaint or becomes aware of a possible violation of this policy will immediately notify the Office for Compliance and Investigation to obtain advice and assistance in responding to the complaint.
      5. The Chief Compliance and Investigation Officer, or designee, has been designated as the individual to investigate the complaint.
      6. The complainant and the individual who is the subject of the complaint will be notified about its resolution. Information obtained regarding the complaint will be treated as confidentially as possible with only those with a need to know being informed of the complaint.
      7. The individual responsible for investigating the complaint shall report his/her findings and recommendations to the Chancellor or designee.
      8. Violations of this policy will result in appropriate discipline or corrective action.
5. RESPONSIBILITIES The Chief Compliance and Investigation Officer, or designee, is responsible for coordinating LSUHSC-S compliance with this policy. Chancellors, Vice Chancellors, Deans, Directors, Department Heads, and other supervisory employees are responsible for assisting the Chief Compliance and Investigation Officer in the implementation of this policy.
6. EXCEPTIONS None.
7. DISCIPLINARY ACTIONS Any employee who violates this policy may be subject to disciplinary action up to and including dismissal from employment.
8. REFERENCES
   LSU System PM-55
   Equal Opportunity Policy
   Administrative Directive 2.6.2 Staff Hiring, Promotion, Demotion and Transfer Policy
   Administrative Directive 2.6.7 Employment Advertising

Social Media/Internal & External Communications & Branding

Each student is responsible for his or her postings on the Internet and in all varieties of social media. In all communications, students are expected to be courteous, respectful, and considerate of others. Inappropriate postings on the Internet or social media will be considered lapses in the standards of professionalism expected of LSU Health Sciences Center Shreveport students. Students responsible for such postings are subject to the disciplinary process in the same manner as for any other unprofessional behavior that occurs outside the academic setting. Students who do not follow these expectations may face disciplinary actions including dismissal from the LSU Health Sciences Center Shreveport.

The following Administrative Directives and Brand Standard apply to students.

6.17 Website & Online Communication
6.18 Social Media Use: Personal and Professional Communications
6.19 Internal and External Communications
LSU Health Shreveport Brand Standards

These directives and standards are available on the INSIDE under the Office of Communications and Public Affairs Department page. These documents provide guidance & requirements in the use of social media in relation to LSU Health Sciences Center Shreveport activities. Guidance is also available for all online communication to include proper branding for LSU Health Sciences Center Shreveport. All students should be familiar with and abide by these guidelines. Highlights of these policies include:

• No images, video, or sound files should be recorded or posted from patient care areas because they may inadvertently include patients or patient information and thus violate the HIPAA law. Identified patients or patient information should never be posted unless cleared with the Office of Communications and Public Affairs once confirmed all policies and laws are abided by. 
• All social media channels used for official LSU Health Sciences Center Shreveport communications must be approved by the Office of Communications and Public Affairs prior to creation. Failure to obtain approval could result in that account being terminated if it does not adhere to or meet the standards and/or the guidelines outlined in Social Media Usage and associated Administrative Directives. Please refer to the Social Media Usage Administrative Directive for how to request social media accounts. 
• Any item, flyer or academic poster featuring the LSU Health Sciences Center Shreveport of the logo or the logo of your respective school must receive approval from the Office of Communications and Public Relations or Medical Communications. Any item produced with any LSU Health Shreveport logo must be produced by a LSU licensed vendor. 

Contact: 
Lisa Babin, Executive Director of Public Affairs, Communications and Development 
318-675-8769 (office) | Lisa.Babin@lsuhs.edu

Student Exposure Protocol

Student, while performing duties in that capacity, is injured or exposed (mucous membranes or open skin) to blood, body fluids, or other infectious material via needle stick or splash.

Definitions of Exposure: Punctured with a used needle or a contaminated sharp; mucous membranes splashed with blood/body fluids; blood/body fluid contact with non-intact skin.

Any student who sustains a needle stick or other wound resulting in exposure to blood or body fluids should follow the following procedure. Please keep in mind, that drug prophylaxis following a high-risk exposure is time sensitive, therefore you must immediately seek help from the appropriate hospital department.

On Campus Exposure

1. Treat the exposure site:
   • Percutaneous Stick:
     • Bleed the Wound; use soap and water to wash areas exposed to potentially infectious fluids as soon as possible after exposure. Puncture wounds can be cleaned with an alcohol-based cleanser, chloroxylenol, or chlorhexidine.
   • Mucous Membrane Exposure with blood:
     • Immediately flush the area with water (for eye splashes flush with water or saline solution for a minimum of fifteen minutes)
2. Student should notify his/her supervisor/clinical preceptor of the exposure
3. Supervisor/Clinical Preceptor will immediately complete an LSUHS ON-THE-JOB INJURY REPORT, as appropriate to the situation. On-the-Job Injury Reporting (Administrative Directive 7.2)
4. Supervisor/Clinical Preceptor will ensure that the following steps are taken:
   1. A blood sample from the patient who is the source should be obtained. Two red top tubes are needed from the source (neither a doctor’s order nor the patient’s permission is needed).
   2. The blood sample test tubes should be labeled with the patient (source) information. The tubes and the LSUHSC-S ON-THE-JOB INJURY REPORT signed by a supervisor should be brought to Occupational/Student Health
5. Student reports to Occupational/Student Health (3rd Floor Comp Care Bldg.) or Ochsner LSU Health ER for initial lab work and medical treatment. Medical treatment may include, but is not limited to post-exposure prophylaxis, stitches for a laceration or irrigation of eyes after a splash depending on the exposure type, injury and source patient information.
6. The exposed student should return to the Occupational Health Clinic when notified by email, usually by the next business day for follow up (the initial test results should be available at that time).

Exposure at an Outside Facility

1. Follow procedures consistent with the institution and report to nearest emergency room if applicable.
2. Student or supervisor/clinical preceptor calls Occupational/Student Health (318-626-0663) regarding incident (student name, date, and time) within 24 hours. Fill out an LSUHS ON-THE-JOB INJURY REPORT, as appropriate to the situation
3. An Occupational/Student Health representative will work with outside agency to plan follow-up care.

Note: Students are not financially responsible for any lab tests ordered for proper treatment of the incident. If exposure occurs outside of the LSU Health or Ochsner LSU Health facility, the student may be billed for cost incurred.

Procedure for Withdrawing from the University

All students admitted to a LSU Health Sciences Center Shreveport academic program are expected to continue enrollment until completion of the program. Students who cease enrollment in ALL classes for a given term will be considered withdrawn, unless the student has received an approved Leave of Absence. For clarification, a student that remains enrolled in one class, has not withdrawn and is still considered enrolled. A student may voluntarily resign beginning with the first day of class through the final day for withdrawal. The withdrawal process is initiated in the designated office for the student’s respective school. A Withdrawal Notification Form must be submitted by the designated school official to the Office of the Registrar for students leaving the institution permanently or temporarily. Some academic programs may require additional clearance actions for students leaving the institution. Students returning to the institution after an approved leave of absence or withdrawal must contact their school regarding instructions and requirements for re-entry.

Definitions

Official Withdrawal: An official withdrawal occurs when a student notifies the institution of his or her intent to withdraw by following the Institution’s Withdrawal Process.

Unofficial Withdrawal: An unofficial withdrawal occurs when a student ceases attendance in classes but does not notify the Institution through the official withdrawal process.

Term Withdrawal: Dropping ALL classes for the term or semester constitutes resigning from the term. Some academic programs may automatically withdraw a student from their academic program if they drop all classes for the term or semester in which they are enrolled. Students should consult their program’s academic policy prior to dropping all classes.

Program Withdrawal: A Program Withdrawal occurs when a student officially withdraws from their program of study. The Program Withdrawal may occur on the same date of the Term Withdrawal. For program withdrawals, the official withdrawal date will be the date the official written notice is provided by the student to the designated office within his or her school.

Delayed Academic Progression: This status occurs when a student, who has completed the current term, is deemed academically ineligible (i.e. failure to meet minimum GPA requirement after term has ended or received a non-passing grade) to progress to the next term or payment period and is required to sit out one or more terms. Since the student completed the current or most recent term, the student is NOT considered withdrawn from the Institution. Instead, the student’s academic studies have been delayed and the student’s status will be designated as “Not Enrolled” for all subsequent terms until the student re-enrolls, officially withdraws, or is administratively withdrawn from the academic program. This definition does not apply to students enrolled in the School of Graduate Studies.

Administrative Withdrawal: (a) The authority to withdraw a student for disciplinary or academic reasons resides with the dean of the school in which the student is enrolled. The dean may delegate this authority to one or more individuals within the school. Any withdrawal initiated by the dean or his/her designee shall be considered an administrative withdrawal. Students who are withdrawn as the result of disciplinary or academic reasons may appeal the withdrawal. During the appeal process, students may or may not be allowed to attend courses at the discretion of the dean or his/her designee. In the case of an appeal, the student’s withdrawal date will be the last date of participation in an academic-related activity. Academic-related activities include, but are not limited to - (a) physically attending a class or clinical instruction where there is an opportunity for direct interaction between the instructor and students; (b) submitting an academic assignment; (c) taking an exam, an interactive tutorial or computer-assisted instruction; (d) attending a study group that is assigned by the institution; (e) participating in an online discussion about academic matters; and (f) initiating contact with faculty member to ask a question about the academic subject studies in the course. (b) The authority to withdraw a student for failure to comply with selected administrative policies and procedures rests with the Registrar. The Registrar may administratively withdraw a student for failure to pay tuition and fees, failure to meet the conditions of provisional acceptance, failure to meet institutional requirements for immunizations, or failure to comply with other policies or regulations for continued enrollment. Any withdrawal initiated by the Registrar shall be considered an administrative withdrawal. Students who are withdrawn by the Registrar may be readmitted, up to the 14th class day, after submitting documentation which verifies their compliance with the administrative policy in question and have approval from the Dean of his/her school to be readmitted.

Leave of Absence: Student wishing to take a temporary break in enrollment, for reasons other than academic, must apply for a leave of absence from the Institution. All Leave of Absences from academic programs must be approved by the Dean or designee. Students wishing to take a leave of absence should meet with the designated office within their school to request approval of such action. If the student’s request for a leave of absence is approved, the school’s designated office must submit a completed Withdrawal Notification Form to the Office of the Registrar within two business days of the date of the student’s request for a leave of absence. The official withdrawal date is the first day of the leave of absence unless the student is granted a special exemption based on the nature and length of the leave and their ability to return during the same academic period and resume studies without incurring any additional financial liability. For enrollment reporting and refund calculation purposes, Leave of Absences will be treated as Withdrawals if the last date of the LOA period extends beyond the end of the term or payment period.

Procedures

Students withdrawing from the University, for any purpose, should meet with the designated office for their respective schools. The school’s designated office must submit a completed Withdrawal Notification Form to the Office of the Registrar within two business days of the date they received notice that a student has: 1) given official notice of withdrawal, 2) stopped attending without giving official notice, or 3) failed to return from an approved Leave of Absence. The Office of the Registrar will report changes in enrollment statuses and the date the status change occurred to the Offices of Student Financial Aid and Bursar.

These designated school officials will serve as the point of contact for student withdrawals:

• Allied Health Professions - Dean, Assistant Dean for Academic Affairs/Student Affairs
• Graduate Studies - Dean/Associate Dean
• Medical School - Associate Dean for Student Affairs

Faculty and staff must refer any student who expresses an unequivocal intent to withdraw to the designated office in their school. When a faculty or staff member determines that a student has stopped attending without giving official notice, they should notify the designated office in the student’s school within two business days.

With the approval of the appropriate school official in the School of Allied Health Professions or School of Graduate Studies, students may drop individual courses. Students may not, however, drop all of their courses. Any student who wishes to drop all of his or her courses will cease to be enrolled and must withdraw from the institution.

Students leaving the institution for any reason should contact the Bursar or Student Financial Aid Offices to inquire about tuition and fee refunds.

Policy On Sexual Harassment/Gender Discrimination

LSU Health Sciences Center Shreveport (LSUHSC-S) is committed to providing a professional work environment that maintains equality, dignity, and respect for all members of its community. In keeping with this commitment, LSUHS prohibits discriminatory practices, including sexual harassment. Any sexual harassment, whether verbal, physical, or environmental, is unacceptable and will not be tolerated. The purpose of this policy is to define sexual harassment and to establish a procedure whereby alleged sexually harassed employees, staff, and students may lodge a complaint immediately.

Definition

Sexual harassment is illegal under federal (Section 703 of Title VII of the Civil Rights Act of 1964) http://www.eeoc.gov/laws/statutes/titlevii.cfm state, and local law. It is defined as any unwelcome sexual advance, request for sexual favors, or other verbal or physical conduct of a sexual nature when:

1. Submission to the conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or
3. The conduct has the purpose or effect of unreasonably interfering with the individual’s performance, or of creating an intimidating, hostile or offensive working environment.

Types of behavior that constitute sexual harassment may include, but are not limited to:

• Unwelcome sexual flirtations, advances or propositions;
• Derogatory, vulgar, or graphic written or oral statements regarding one’s sexuality, gender or sexual experience;
• Unnecessary touching, patting, pinching or attention to an individual’s body;
• Physical assault;
• Unwanted sexual compliments, innuendo, suggestions or jokes; or the display of sexually suggestive pictures or objects.

Procedures

Any member of the LSUHSC-S community, who has a sexual harassment complaint against a supervisor, co-worker, visitor, faculty member, or other person, has the right and obligation to bring the problem to the Health Sciences Center’s attention. Any supervisor who witnesses such conduct or receives a complaint must report the incident to Human Resource Management (HRM), an appropriate administrator, or the Dean of the respective school. It is the responsibility of all LSUHSC-S employees in a supervisory capacity to ensure that the work/academic environment is free from sexual harassment.

A staff member, who believes he or she has been sexually harassed, should immediately report the incident to the Assistant Director of Employee Relations, Human Resource Management (318/675- 5611), the Director of Human Resource Management (318/675-5610), or to an appropriate administrator or the Dean of the respective school. In addition, staff members may report the incident to any supervisor. Any recipient of such a complaint shall notify Human Resource Management.

The Department of Human Resource Management will be responsible for investigating complaints of sexual harassment occurring between staff members; complaints made by staff against students; and complaints made by staff against other third parties. HRM will either investigate or assist those responsible for investigating complaints made by or against faculty members, students, or house staff officers.

Actions taken to investigate and resolve sexual harassment complaints shall be conducted confidentially to the extent practicable and appropriate in order to protect the privacy of persons involved. An investigation may include interviews with the parties involved in the incident, and if necessary, with individuals who may have observed the incident or conduct or who have other relevant knowledge. The individuals involved in the complaint will be notified of the results of the investigation.

LSU Health Sciences Center Shreveport will not tolerate discrimination or retaliation against any individual who makes a good faith sexual harassment complaint, even if the investigation produces insufficient evidence to support the complaint, or any other individual who participates in the investigation of a sexual harassment complaint. If the investigation substantiates the complaint, appropriate corrective measures and/or disciplinary action, up to and including termination, will be taken swiftly.

LSUH-S will make every reasonable effort to ensure that all members of the LSUHS community are familiar with this policy. You are encouraged to address questions or concerns regarding this policy with the Assistant Director for Employee Relations, Human Resource Management.

[LSUHSC-S. (6/1/99). Administrative Directive 2.1.1. Sexual Harassment.

Policy On Student-Teacher Consensual Relations

The integrity of the teacher-student relationship is the foundation of the LSU Health Sciences Center Shreveport’s educational mission. This relationship vests considerable trust in the teacher, who, in turn, bears authority and accountability as a mentor, educator, and evaluator. The unequal institutional power inherently vested in the faculty heightens the vulnerability of the student and the potential for coercion. The pedagogical relationship between teacher and student must be protected from influences or activities that can interfere with learning and personal development or create a perception of impropriety. Sexual or amorous relationships between teacher and student create the potential for coercion, jeopardize the integrity of the educational process by creating a conflict of interest and may impair the learning environment for other students. Further, such situations may expose LSU Health Sciences Center Shreveport and the teacher to liability for violation of laws against sexual harassment and sex discrimination.

Students are particularly vulnerable to the unequal institutional power inherent in the teacher-student relationship and the potential for coercion, because of their age and position in a high-stakes, highly competitive educational setting. Therefore, no teacher who has any type of faculty appointment shall have a sexual or amorous relationship with any student. Likewise, no graduate student, postdoctoral fellow, or physician in a residency or fellowship training programs shall have a sexual or amorous relationship with any student they are currently teaching or supervising. In the case in which a teacher has a relationship that predates the entry of the other partner into LSU Health Sciences Center Shreveport schools or residency/post graduate training, the partner who has the role of teacher must not directly supervise, grade or evaluate the partner who has the role of student throughout the period of his/her matriculation. Teachers or students with questions about this policy are advised to consult with the department chair, the school’s Dean (or Dean’s designee). If an alleged violation of this policy cannot be resolved satisfactorily at the departmental level, a student may lodge a complaint with the Dean of his/her School or the Dean’s designee. Violations of the above policies by a teacher will normally lead to disciplinary action.

The faculty member’s right of defense and due process shall be as stated in the faculty handbook section 10.3.2. This section covers all rights including those of appeal to the Dean and Chancellor.

For purposes of this policy, “direct supervision” includes the following activities (on or off campus): course teaching, examining, grading, advising for a formal project such as a thesis or research, supervising required research or other academic activities, serving in such a capacity as course or clerkship director, Department Chairperson or Dean, and recommending in an institutional capacity for admissions, employment, fellowships or awards. “Teachers” includes, but is not limited to, all tenured and non-tenured faculty of the University. It also includes graduate students and postdoctoral fellows, and physicians in residency and fellowship training programs, with respect to the students they are currently teaching or supervising. “Students” refers to those enrolled in the curriculum of the School of Medicine, School of Graduate Studies, and School of Allied Health. Additionally, this policy applies to members of the LSU Health Sciences Center Shreveport community who are not teachers as defined above, but have authority over or mentoring relationships with students, including supervisors of student employees, advisors and directors of student organizations, as well as others who advise, mentor, or evaluate students.

Student Rights and Responsibilities

As outlined in Chancellor’s Memorandum 21: Student Rights and Responsibilities, students have rights as guaranteed by the US Constitution and all appropriate federal, state, and local laws. Students have the right to an educational environment free from mistreatment and abuse. Additionally, students have the right to file a complaint without fear of retaliation, ensuring their voices are heard and respected. Students have the responsibility to uphold high standards of academic, professional, and ethical conduct, treat others with respect, abide by the Code of Conduct, and comply with all applicable laws and regulations. Violations may lead to disciplinary action, both within the university and by external authorities.
Read the full policy for more detail.

Procedure for Addressing Student Complaints

Each of the three schools of LSUHSC-Shreveport has a policy and procedure for addressing student grievances/complaints as follows:

• School of Allied Health Professions (SAHP) -the student complaint procedure can be found here or in the section titled Student Complaints and Conduct of the School of Allied Health Professions Student Handbook.
• School of Graduate Studies (SGS) - the student complaint procedure including a link to the on-line student complaint form can be found here or in the School of Graduate Studies Student Handbook.
• School of Medicine (SOM) - the student complaint procedure including a link to the on-line student complaint form can be found here or in the School of Medicine section of the LSUHSC-S Catalog.

Student Health Services

The Occupational/Student Health Clinic provides all immunizations/vaccines as required by various programs at the institution and treats all on-the-job injuries (post-exposure chemoprophylaxis) for both students and employees. The required Immunizations are available for matriculating LSU Health Sciences Center students at the Occupational Health Clinic at no out-of-pocket cost.

Occupational/Student Health Clinic

Comp Care Building (A-Building), 3^rd floor
318-626-0661
Hours of Operation - Monday-Friday, 7:00 am - 4:00 pm

Medical Illness

Students can see a provider in one of the Ochsner LSU Urgent Care Clinics or chose a provider of choice. One of the urgent care clinics is located on 3rd floor of Comp Care Building (A-Building) adjacent to the Occupational/Student Health Clinic. Hours of operation are 8:30 am - 3:30 pm. Reminder: This is a billable service; students must bring ID and insurance care for this service.

Student Immunization Requirements

To ensure the health of students, faculty, and staff at LSUHSC-S and to meet requirements based on the Center for Disease Control (CDC) and American College Health Association Immunization Guidelines, all incoming students are required to provide documentation of required immunizations prior to start of classes to the Registrar’s office through the University vendor: Certiphi Screening. Students incur no cost to use this portal for uploading their health information. All required health information must be submitted through the MyRecordtracker portal and is reviewed by the vendor’s medical review team. Please note that this must be completed before a student is eligible to enroll at LSU Health Shreveport and be cleared for admission.

Students have access to their immunization record via their MyRecordtracker portal. 

Required Immunizations/Vaccinations:

• MMR (Measles, Mumps, Rubella) 2 Shots MMR OR Titer: documentation of 2 MMR vaccines OR a positive antibody titer showing immunity (lab report is required). If negative titer is provided; students must repeat the 2 shot series.
• Varicella (Chickenpox) 2 Shots of Varicella OR Titer: documentation of 2 Varicella vaccines OR a positive antibody titer showing immunity (lab report is required). History of disease is accepted, but must be documented by a health care practitioner. If the titer provided is negative; students must repeat the 2 shot series.
• Hepatitis B 3 Shots AND Titer: documentation of 3 HEP B vaccines AND a positive antibody titer showing immunity (lab report is required). If the titer is negative; students must repeat the 3 shot series and provide a new titer. *For students repeating the HEP B series: Once the 1st shot is provided the requirement will be approved and the expiration date will be set for a month later when the second shot is due. Once the 2nd shot is provided the requirement will be completed and the expiration date will be set for 5 months later when the 3rd shot it due. Once the 3rd shot has been provided the requirement will be approved and the expiration date will be set for 1 month later when the final titer is due. Once the final titer is provided the requirement will be marked completed and an indefinite expiration date will be set.
• Meningococcal Vaccine (MCV): documentation of a Meningococcal vaccine.
• Tetanus-diphtheria-Acellular pertussis (TDAP): documentation of a TDAP vaccine administered within the last 10 years. If TDAP is older than 10 years, a previous TDAP and a current TD booster must be provided.
• Tuberculosis 2 Step PPD: documentation of a 2 STEP PPD, Quantiferon TB GOLD test, OR a T-spot. The Quantiferon TB GOLD Test is highly recommended and can be completed in one visit. If results are positive OR you have a history of a positive PPD test then you must provide a negative chest x-ray. Chest x-rays must be within the last 12 months, and the report must be provided. Upon renewal a 1 step PPD is required OR an annual TB questionnaire for students who have a history of positive PPD results and have already provided a clear chest x-ray.
• Influenza: documentation of a current flu vaccine. 

Student Health Insurance

LSU Health Sciences Center Shreveport has a registration requirement that all students must either enroll in the policy endorsed by the school or complete a waiver and provide proof of acceptable insurance coverage by the waiver deadline. Students who do not submit the online waiver form by the deadline will be automatically enrolled in the student health insurance plan and charged the appropriate premium. Since the current student health insurance plan is compliant with the Patient Protection and Affordable Care Act (PPACA), students should have comparable coverage to the plan that is offered by the University (e.g., aggregate maximum benefit per covered person per policy year should be unlimited). Thus, all waivers submitted must meet the PPACA guidelines in order to be acceptable. Coverage must be maintained throughout the duration of enrollment. Non-compliance at any time during a student’s enrollment could result in suspension and/or dismissal. Information on this plan may be found at http://www.lsuhs.edu/our-schools/registrar/student-health-insurance.

Mental Health Counseling

The Student Mental Health Service provides counseling ranging from short-term problem resolution to more intensive psychotherapy. It can be useful to those with mild difficulty in their lives as well as those with more serious or longstanding problems. Some common reasons for coming to counseling include relationship problems, academic anxieties, feeling unusually sad, irritability, sleep problems, eating problems, having a hard time paying attention, feeling lonely, suicidal thoughts, and worrying too much.

Participation in counseling services is confidential. There is no out-of-pocket expense to matriculating LSU Health Sciences Center Shreveport students. Students who are interested in scheduling an appointment can call 318-676-5002. 

Transfer and Prior Learning Assessment Credit Policy

Approved by the Administrative Council on 12-08-2022

1. Policy
   LSUHSC-S must ensure that the quality of acceptable college-level transcribed credit is based on commonly accepted practice, supported by policies and procedures, and verified by US Department of Education recognized accrediting bodies. LSUHSC-S’ educational programs reserve the right to set policies on transfer credit and prior learning assessment consistent with but more restrictive than this policy.
   
   Credit Equivalencies
   In order to receive transfer credit for a previously completed course, the course must be substantially equivalent to a course offered at LSUHSC-S and/or fulfill a requirement in the student’s curriculum.
   
   Minimum Institution Requirements
   Minimum grades for transferred courses are a C (2.00 on 4.00 scale) for undergraduate courses and a B (3.0 on 4.0 scale) for graduate courses. Courses must have been taken over the past ten (10) years although programs may enforce a shorter time or might waive this requirement.
   
   Maximum Number of Transfer Credits
   In accordance with SACSCOC Standards 9.4 and 9.5 respectively, at least 25 percent of the credit hours required for an undergraduate degree and 33 percent of the credit hours required for a graduate or a post-baccalaureate professional degree must be earned through coursework offered by LSUHSC-S.
   
   Assessment of Prior Learning
   Credit may be accepted from assessment of prior learning in certain instances. For any prior learning credit awarded, the institution should ensure that the student’s learning matches the learning outcomes of the corresponding course(s) in accordance with Louisiana Board of Regents Academic Affairs Policy 2.23 (Prior Learning Assessment).  Prior learning credit cannot be used to satisfy program prerequisites or general education requirements.  In general, credit for prior learning completed over eight (8) years ago may not apply to a student’s current degree program unless otherwise approved by the program director.
    
2. Purpose
   This policy specifies consistent practices for evaluating and accepting academic credit earned at another institution or through acceptable prior college-level learning.
    
3. Scope
   This policy applies to all LSUHSC-S schools and programs.
    
4. Definitions
   Prior Learning Assessment (PLA): an individualized process that offers students the opportunity to earn credit for the knowledge, training, and skills previously learned through a broad range of experiences 
    
5. Procedure/Process
   Faculty who are academically qualified in the specific subject matter shall evaluate academic credit earned at another institution or through other entities that provide equivalent specific prior learning to determine acceptability. The faculty shall consider and require that any such credits meet the content, quality, comparability, and relevance to LSUHSC-S educational programs and missions and are aligned with the appropriate academic level. 
   
   Transfer of credits is evaluated on a course-by-course case-by-case basis and is ultimately decided by the program. Students must provide all credentials for evaluation at least two weeks prior to initial enrollment. Transfer credits are evaluated only from an official transcript; official course syllabi from the term the course was taken may also be required.