6.1 LSU Equal Opportunity Policy
LSU Permanent Memorandum 55 outlines the University’s Equal Opportunity Policy and mandates that each campus within the LSU system adopt a policy to ensure non-discriminatory practices in admissions, employment, and university programs.
For full details, please refer to LSU Permanent Memorandum 55.
[LSU. (7/10/2006). Permanent Memorandum 55: Equal Opportunity Policy.]
6.2 LSUHSC-S Non-Discrimination Policy
In accordance with LSUHSC-S Administrative Directive 6.2, LSUHSC-S prohibits discrimination based on race, creed, color, marital status, sex, sexual orientation, gender identity and expression, religion, disability, age, national origin, genetic information, or veteran status. The institution adheres to federal laws such as Title VI, Title VII, Title IX, and the Americans with Disabilities Act (ADA), and complies with LSU System Equal Opportunity Policy (PM-55). Retaliation against individuals who file discrimination claims or participate in investigations is also prohibited.
The procedure for addressing complaints of discrimination is outlined in Section 9.2 of the Faculty Handbook.
[LSUHSC-S. (5/26/2023). Administrative Directive 6.2: Non-Discrimination Policy.]
6.3 Nepotism
LSU Board of Supervisors Regulations Article II, Section 13 prohibits the employment of immediate family members of an agency head within the same agency. Immediate family includes children, spouses, parents, and siblings. Exceptions are allowed for employees who were hired at least one year prior to a family member becoming the agency head, as well as those employed before April 1, 1980. The policy applies to all employment types. Spouses may continue to work within the same agency as long as conflicts of interest are avoided.
Additionally, LSUHSC-S Administrative Directive 2.6.4 prohibits nepotism by ensuring that supervisors and employees are not directly related, unless specific conditions are met. Employees must attest to their compliance with the policy upon hire or during job changes. The policy permits the supervision of immediate family members if the employee has been with LSUHSC-S for at least one year, and responsibilities are delegated to another supervisor to avoid conflicts. Employees are required to recuse themselves from decisions that could directly benefit family members.
[LSU Board of Supervisors. (2/23/2024). Regulations, Article II, Section 13: Nepotism. LSU Board of Supervisors Rules and Regulations.]
[LSUHSC-S. (6/14/2023). Administrative Directive 2.6.4: Nepotism.]
6.4 Employment of Immigrants and Non-Immigrants
LSUHSC-S Administrative Directive 2.6.3 outlines procedures for employing non-U.S. citizens at LSUHSC-S in compliance with state and federal immigration laws and regulations. It applies to all immigrant and non-immigrant employees, detailing the eligibility requirements, employment authorization processes, and responsibilities for various visa categories, including F-1 students, H-1B specialty workers, J-1 exchange visitors, and others.
The Office of Contracts and Immigration is responsible for managing and authorizing all immigration-related processes and documentation for immigrant and non-immigrant employees at LSUHSC-S, ensuring compliance with federal regulations and providing guidance on immigration matters in coordination with departments and individual employees. Before any appointment agreements are made with potential faculty who are not citizens of the United States, prior approval from the Office of Contracts and Immigration is required.
[LSUHSC-S. (6/10/2024). Administrative Directive 2.6.3: Employment of Immigrants and Non-Immigrants.]
6.5 Louisiana Code of Governmental Ethics
The Louisiana Code of Governmental Ethics (Louisiana Revision Statutes 42:1101 et seq.) establishes standards to prevent conflicts of interest and ensure that public officials and employees, including LSUHSC-S faculty, uphold integrity in their roles. It prohibits the use of public positions for personal gain, restricts certain financial interests and transactions, and requires disclosure of potential conflicts. Faculty must avoid actions that could impair their objectivity or create undue influence in decisions affecting LSUHS. Violations may result in disciplinary action, fines, or other penalties.
LSUHSC-S Administrative Directive 2.8.6 outlines the procedural guidance for compliance with the Louisiana Code of Governmental Ethics, ensuring that LSUHS-S adheres to ethical standards in its operations. The directive emphasizes the prevention of conflicts of interest and the importance of maintaining ethical conduct across all activities at LSUHS-S. Employees are required to complete annual ethics education training. Additionally, faculty and staff must report any violations of the Code through LSU’s EthicsPoint system or directly to the Chief Compliance and Investigation Officer.
[LSUHSC-S. (12/2/2024). Administrative Directive 2.8.6: Louisiana Code of Governmental Ethics.]
[Louisiana Code of Governmental Ethics, La. R.S. 42:1101 et seq.]
6.6 Outside Employment of University Employees
LSU Permanent Memorandum 11 (PM-11) requires that all outside employment be disclosed and approved by the appropriate administrative office to ensure it does not conflict with the employee’s university duties. Outside employment must not interfere with the employee’s university responsibilities, and employees must ensure that they do not use their university position or resources for outside employment activities without proper authorization. This includes employment with non-university employers, contracts for consulting services, and self-employment. This policy applies to all full-time LSU employees, including faculty, academic staff, and classified personnel, and covers any non-university activity where economic benefit is received.
Additionally, PM-11 outlines the necessary employee responsibilities for disclosure, contract submission, and compliance with the Louisiana Code of Governmental Ethics. Any violation of the policy may result in penalties under the Ethics Code or other university sanctions. Furthermore, the policy mandates that annual reports on approved outside employment be submitted to the President and the Board of Supervisors.
In accordance with PM-11, all LSUHSC-S employees are required to submit their annual conflicts of interest disclosures and requests for outside employment electronically. Employees must complete and submit the relevant disclosure forms, whether they have outside employment or not. Supervisors and department chairs shall review the submitted forms before they are routed to the appropriate authorities for final approval. The Office for Compliance and Investigation monitors the submission process and may request additional information if needed. Instructions for submitting disclosures are available on the Office for Compliance and Investigation’s intranet page: https://inside.lsuhs.edu/departments/compliance.
For full details, please refer to LSU Permanent Memorandum 11.
[LSU. (5/12/1993). Permanent Memorandum 11: Outside Employment of University Employees.]
6.7 Contracts Between the University and Its Faculty Members
LSU Permanent Memorandum 67 stipulates the conditions under which the university can enter into contracts with its faculty members or entities in which they have an interest, as allowed by Louisiana law. These contracts are permitted under specific conditions, such as when they relate to the disposition of patents, copyrights, licensing rights, or royalties stemming from research or discoveries made by the employee during their tenure at LSU. The policy allows faculty members and other employees to engage in contracts with LSU if these agreements contribute to the state’s economic development and do not interfere with the employees’ university responsibilities.
The policy emphasizes transparency and fairness in these transactions, requiring written disclosures of ownership interests in any contracting entity and ensuring that all negotiations are conducted at arm’s length. Faculty members involved in such contracts must recuse themselves from decision-making, and a designated LSU employee, independent of the employee’s department, must handle the contract’s negotiations. A standing committee reviews and certifies these contracts to ensure they align with the state’s interests and do not conflict with the employee’s duties to LSU.
For full details, please refer to LSU Permanent Memorandum 67.
[LSU. (10/6/1997). Permanent Memorandum 67: Contracts between the University and its Faculty Members.]
6.8 Drug-Free Workplace/Workforce
LSU Permanent Memorandum 33: Drug-Free Workplace and Drug Testing Policy prohibits the illegal use, possession, manufacture, or distribution of controlled substances while on duty, on call, or engaged in University business. In accordance with Louisiana Revised Statutes, the policy mandates drug testing in specific circumstances. Drug testing may also be required in cases of reasonable suspicion, post-accident incidents, rehabilitation monitoring, and for employees in safety-sensitive or security-sensitive positions. All drug testing procedures must be conducted with strict confidentiality, and medical information obtained will be protected unless required by law or public health concerns. For full details, please refer to Permanent Memorandum 33.
Additionally, LSUHSC-S Chancellor’s Memorandum 7: Drug-Free Workplace and Workforce prohibits the unlawful use of controlled substances on university property and establishes disciplinary actions for policy violations, in compliance with the federal Drug-Free Workplace Act of 1988 and Department of Defense regulations to ensure a drug-free workplace and workforce. Employees are prohibited from engaging in the unlawful manufacture, distribution, possession, or use of controlled substances while performing work at any university location. This policy applies to all employees, especially those engaged in federal contracts or Department of Defense projects involving national security, health, or safety. Violations of this policy may result in disciplinary action, including termination, or mandatory participation in a drug rehabilitation program.
To comply with federal regulations, LSUHSC-S requires employees to report any criminal drug statute conviction within five days of the incident. The university must notify the granting federal agency within 10 days and impose sanctions or require drug rehabilitation within 30 days. LSUHSC-S maintains an Employee Assistance Program (EAP) to offer counseling and support for employees struggling with substance abuse, while maintaining confidentiality in compliance with federal regulations. Through these measures, LSUHSC-S ensures its ongoing commitment to a drug-free work environment. For full details, please refer to Chancellor’s Memorandum 7.
[LSU. (11/2/1998). Permanent Memorandum 33: Drug-Free Workplace and Drug Testing Policy.]
[LSUHSC-S. (6/1/2001). Chancellor Memorandum 7: Drug Free Workplace and Workforce.]
6.9 Return to Work
LSU Permanent Memorandum 70: Return to Work Policy for Employees on Workers’ Compensations and LSUHSC-S Administrative Directive 2.5.2: Return to Work for Employees on Worker’s Compensation establishes guidelines for University employees recovering from work-related injuries or illnesses. These policies apply to permanent employees receiving workers’ compensation benefits and aim to facilitate their return to work through temporary, meaningful assignments that align with medical restrictions.
LSUHSC-S will make reasonable efforts to accommodate returning employees; however, placement in a modified duty position is not guaranteed. Modified work assignments are generally limited to a six-month period, during which compliance with medical restrictions is ensured through regular assessments every 30 days. Final placement decisions rest with Human Resource Management, which consults with departmental administrators and medical professionals.
Employees who refuse suitable assignments that meet their medical limitations may have their workers’ compensation benefits terminated, as reported to the State Office of Risk Management. A designated Return to Work Coordinator within Human Resource Management oversees policy implementation and ensures compliance with applicable legal requirements, including the Americans with Disabilities Act and the Family and Medical Leave Act.
For additional information, employees are encouraged to consult Permanent Memorandum PM-70 and Administrative Directive 2.5.2 or contact Human Resource Management for further guidance.
[LSU. (8/15/2000). Permanent Memorandum 70: Return to Work Policy for Employees on Workers’ Compensations.]
[LSUHSC-S. (11/21/2023). Administrative Directive 2.5.2: Return to Work Policy for Employees on Worker’s Compensation.]
6.10 Power-Based Violence and Harassment
LSUHSC-S is dedicated to ensuring a respectful and equitable environment by prohibiting discriminatory practices, including sexual harassment. Sexual harassment, whether verbal, physical, or environmental, is not tolerated and is addressed according to federal, state, and university regulations. For discrimination and harassment matters, LSUHSC-S follows the guidelines outlined in LSU Permanent Memorandum 73 (PM-73): Prohibiting Power-based Violence, including Sex- and Gender-based Harassment and Discrimination, and Sexual Misconduct. This memorandum prohibits power-based violence, sex- and gender-based harassment and discrimination, as well as sexual misconduct. It applies to all campuses within the LSU system, including LSUHSC-S. Alongside this permanent memorandum, LSUHSC-S has administrative directives that address power-based violence and sexual misconduct, sexual harassment, and harassment.
PM-73 outlines procedures for handling allegations of sex- and gender-based harassment, discrimination, and sexual misconduct, ensuring compliance with Title IX, state law, and the Board of Regents policy. It emphasizes prevention, reporting, and prompt disciplinary action for violations. LSUHSC-S Administrative Directive 2.1.1 prohibits sexual harassment and provides a confidential framework for addressing complaints. LSUHSC-S Administrative Directive 2.1.3 addresses harassment that is not sexual in nature, outlining procedures for preventing and resolving harassment allegations. Additionally, LSUHSC-S Administrative Directive 6.15 establishes the procedures for reporting and addressing allegations of power-based violence, including harassment, discrimination, and sexual misconduct, in accordance with Title IX and other regulations.
Together, these policies apply to all members of the LSUHSC-S community, including faculty, staff, students, and affiliates. They provide clear procedures for addressing complaints, including supportive measures, investigations, and protections against retaliation. The policies emphasize mandatory reporting for employees, except for designated confidential resources, such as medical professionals and counseling staff. Violations of these policies may result in disciplinary actions, ranging from warnings to termination or expulsion.
LSUHSC-S is committed to conducting confidential and impartial investigations to maintain a safe, harassment-free environment for all. Complaints should be reported promptly through the designated channels, and the Office for Compliance and Investigation will handle all inquiries. Retaliation against individuals who report a complaint or participate in investigations in good faith is strictly prohibited.
[LSU. (1/19/2022). Permanent Memorandum 73: Prohibiting Power-based Violence, including Sex- and Gender-based Harassment and Discrimination, and Sexual Misconduct.]
[LSUHSC-S. (11/13/2023). Administrative Directive 2.1.1: Sexual Harassment.]
[LSUHSC-S. (1/3/2023). Administrative Directive 2.1.3: Harassment.]
[LSUHSC-S. (10/16/2023). Administrative Directive 6.15: Power-Based Violence and Sexual Misconduct.]
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