HR Policies

6.001 Tobacco Free Campus

Original Adoption: April 23, 2014

Effective Date: August 1, 2014

Last Revision: July 5, 2023

The Northwest Louisiana Technical Community College (NLTCC) is committed to providing the highest
level of quality education and training and to ensuring the safety of students, staff, visitors and property
of the college. As part of this commitment, this policy establishes tobacco-free environments at each the
college’s campuses and instructional sites.

On June 10, 2013, Governor Bobby Jindal signed into law Act 211 (also known as Senate Bill 36) requiring
all public post-secondary institutions to adopt smoke-free campus policies. Because of the effects of
tobacco use, NLTCC has committed to be a tobacco-free campus for the purpose of promoting healthier
environments for all persons, including faculty, staff, students, and visitors. Therefore, and to the extent
permitted by State law, Northwest prohibits the use of tobacco products on any property owned, leased
or controlled by the College.

In Tobacco Free Living, the U.S. Surgeon General's national prevention strategy, it is reported: "Tobacco
use is the leading cause of premature and preventable death in the United States. Living tobacco free
reduces a person's risk of developing heart disease, various cancers, chronic obstructive pulmonary
disease, periodontal disease, asthma and other diseases, and of dying prematurely. Tobacco-free living
means avoiding use of all types of tobacco products-such as cigarettes, cigars, smokeless tobacco, pipes
and hookahs and also living free from second hand smoke exposure." In light of this information, and to
ensure compliance with Act 211, it is the intent of this policy to prohibit tobacco use at Northwest subject
to a phase-in period as set forth below.

Application
This policy shall apply to faculty, staff, students, visitors, vendors, contactors, and all others whom are
prohibited from using any tobacco products (cigarettes, cigars, smokeless tobacco, snuff, chewing
tobacco, electronic cigarettes, etc.) while on the property of Northwest.

Definitions:
Employee - any individual who is employed by Northwest for direct or indirect monetary wages and profit.
Student - any individual who is registered to take classes at Northwest.

Visitor - any individual who is on Northwest property who is not an employee or student.
Green Space - includes the landscaped and grassy areas of campus.
Outdoor Seating Areas - includes any area used for outdoor socializing.
Temporary Designated Tobacco Use Area - A temporary pre-approved location for tobacco use. The
locations selected to the greatest extent possible, will be located far enough away from adjacent buildings
or structures to minimize air quality concerns relating to those structures. In general, this will require a
minimum distance of 50 feet from any air intake, gate, entryway, arch or doorway leading to or from
adjacent buildings and structures. The tobacco use prohibition will be phased in as follows:
Tobacco use will be permitted, in a limited number of temporary designated tobacco use areas,
until July 31, 2014; and (2) on August 1, 2014, the temporary designated tobacco use areas will
lose such designation and all forms of tobacco use on or at the College will be prohibited.
"Smoke-Free" - prohibition of smoking.
"Tobacco-Free" - the prohibition on the use of tobacco derived or containing products, including but not
limited to cigarettes (clove, bidis, kreteks), cigars, cigarillos, pipes, hookah-smoked products, and oral
tobacco (spit and spitless also known as smokeless, dip, snus, chew, snuff, orbs, electronic cigarettes, etc.).
Tobacco Products - derived or containing products, including, but not limited to, cigarettes (clove, bidis,
kreteks), cigars and cigarillos, pipe, hookah-smoked products, and oral tobacco (spit and spitless also
known as smokeless, dip, snus, chew, snuff, orbs, electronic cigarettes, etc.).

Policy
To the extent permitted by State law, the use of tobacco products is prohibited at all times:
1. In all interior space on Northwest's campuses and instructional sites;
2. On all outside property or grounds of Northwest’s campuses;
3. In all Northwest vehicles;
4. In all indoor and outdoor athletic facilities.

All tobacco industry promotions, advertising, marketing, and distribution in any format are prohibited on
campus properties and for campus activities as well as direct funding from tobacco companies for such
programs. The sampling and/or sale of tobacco products and tobacco related merchandise (including logo
containing items) is prohibited on all college property and at college and student organization/group
sponsored events, regardless of the operating vendor. Organizers and attendees at campus events such
as, but not limited to, conferences, meetings, lectures, social events, cultural events, etc. using NLTCC
facilities will be required to abide by the tobacco-free policy and procedures. Offices responsible for
reserving facilities shall be responsible for informing organizers of events. Organizers of such events are
responsible for communicating the policy to attendees and for enforcing this policy. Littering the campus
with the remains of tobacco products or any other disposable product is prohibited.

Procedures
The success of this policy will depend on the thoughtfulness, consideration, and cooperation of tobacco
users and non-tobacco users. It is the responsibility of all members of the NLTCC community to comply with the Tobacco-Free Campus Policy as with all other College policies. Members of our campus
community are empowered and expected to professionally and respectfully inform others about the
policy in an ongoing effort to enhance awareness and encourage compliance.

General Education and Awareness
The implementation of this policy will be augmented by an education and awareness campaign that may
include but not be limited to the following:
• Notification to prospective students in both print and electronic formats.
• Notification to all incoming students at all Orientation programs.
• Notification to new staff/faculty hires through new employee orientation.
• A tobacco-free campus policy awareness statement will be signed by all current and new
employees.
• Notification to all current students in both print and electronic formats.
• Notification at Faculty/Staff Conference(s).
• Posting of policy and/or link on appropriate web sites.
• Involvement of Student Government Association.
• Meetings conducted with key departments, programs, etc.
• Informational meetings, postings, and e-mail notification.
• Publication of policy in the Faculty Handbook, Administrative Handbook, College Catalog and
Student Handbook, and the Student Organization Handbook.
• Promotion and advertising of ongoing campus smoking cessation programs.
• Promotion and awareness of local, state and national cessation resources.
• Notification in facility reservation process to all outside entities who use facilities or grounds
for events.
• Ensure that publications indicate Northwest is a Tobacco-Free Campus.
• Ensure that all Northwest job postings contain information about the tobacco-free
environment.
• Development and mass distribution of a Northwest Tobacco-Free Campus brochure.
Permanent Visual Communication of Policy
Signs bearing the message "Tobacco-Free Campus" will be posted at each of the vehicular and pedestrian
entrances, as well as other key traffic areas throughout the campus, and each building will display a decal
that states "Tobacco-Free Facility". However, tobacco-free zones apply on the grounds around the
campus, whether or not a sign is posted in a particular area. No ashtrays will be provided on campus.
Tobacco Use Cessation Programs
The College is committed to support all students and employees who wish to stop using tobacco products.
Assistance to students, faculty and staff is available through Human Resources and Student Support
Services. Please contact either of these departments for information regarding on- and off-campus
cessation programs and services.

Enforcement
Faculty, staff, and NLTCC administrators are expected to be positive role models and good ambassadors
of the Tobacco-Free Campus policy to non- Northwest visitors on campus.

1. All NLTCC supervisors must inform subordinate staff members of this policy and inform them
that failure to comply can be grounds for disciplinary action, up to and including dismissal.
2. The monitoring and enforcement of the Tobacco-Free Campus policy are the responsibility of
all NLTCC faculty, staff, and students. Each member should consistently and politely bring any
infraction of this policy to the attention of person or persons observed violating the policy.
3. NLTCC will inform and remind faculty, staff, students, visitors, vendors, and contractors of this
policy by posting signage in strategically located areas. Faculty and staff will also be informed
and reminded of this policy as part of pre-employment processes, new employee orientation,
and other general employee communications.
4. NLTCC will make every effort to make available referral options and support to faculty, staff,
students, and others who choose to pursue cessation programs.
Penalties for Students, Employees and Non-Employees
Students
• 1st offense - Verbal warning and reminder that Northwest is a tobacco-free campus
• 2nd offense - $30 ticket or 3 hours of campus service
• 3rd offense - Student is required to meet with the Student Grievance committee for violation and
additional disciplinary sanctions

Faculty and Staff
Any faculty or staff members who violate the Tobacco-Free Campus policy will be referred to their
immediate supervisor for penalties. NLTCC employees who violate this policy will be informed that they
may be asked to leave the premises.
Non- Northwest employees, visitors, vendors, contractors, and others not specifically employed
by NLTCC will be reported to the department responsible for their presence on campus. In circumstances,
where departmental leadership is unable to remedy the situation, then the NLTCC Facilities/Security
Department will be contacted for assistance. Non-NLTCC employees who violate this policy will be
informed that they may be asked to leave the premises. Vendors and contractors may be subject to action,
up to and including, the legal termination of a contract.

Questions
Any questions regarding this policy should be directed to the Human Resources Office.

6.002 Naming Facilities, Programs, Funds

Original Adoption: May 14, 2014
Effective Date:
May 14, 2014
Last Revision:
July 5, 2023

Northwest Louisiana Technical Community College (NLTCC) naming policy exists as a guideline for those
soliciting major gifts to benefit the college, to help protect both the college and its donors, and to preserve
the college’s history and purpose. As solely a guideline, this policy allows for flexibility on a case-by-case
basis.
Policy
NLTCC recognizes the potential for requests and/or need to name college properties, academic and non
academic programs, and facilities in honor of persons or entities. The College is committed to serving the
public where practicable, according to their needs. The college has a long-standing tradition of naming
college properties, academic and non-academic programs, and facilities in honor of person or entities that
have made significant contributions to enable the teaching, leaving, and public service mission of the
College. In consequence therefrom, all naming recognizing an honoree must be consistent with the
College’s role as a public trust. Accordingly, all such proposals shall be reviewed and approved in
accordance with this policy, and with related College policies and guidelines.
Naming Tributes
NLTCC will consider the following two general categories of naming opportunities:
1. Recognize distinguished service of time and talent that has had significant positive impact on
NLTCC over an extended period of time. Such honor will typically be recommended no less than
five years following the end of the individual’s service to the college. The Chancellor of the college
is charged with determining whether the person proposed is worthy of the honor.
2. Recognize a gift of monetary value appropriate to the facility, program or fund being named.
Governing Authority
NLTCC has developed this policy in accordance with the Louisiana Community and Technical College
(LCTCS) Board policy and state law. Only the LCTCS Board of Supervisors, upon recommendation of the
President of the LCTCS, has the final right of approval for the naming of a building or portion of a building
of an LCTCS college.

Policy Guidelines
NLTCC, under the authority and upon approval of the LCTCS Board of Supervisors:
1. May provide a naming tribute for a campus building or any section, division, or other area of
campus buildings and facilities.
2. Shall determine how the facility or portion of a facility will be marked. This includes the right to
approve the color, design, and size of any physical marker that provides information about the
designee or donor and/or the nature of the gift or honor.
3. Shall determine how a donor will be recognized for their gift. This includes determining the
content, timing, location and frequency of any announcement associated with a gift.
4. Shall determine how to handle donor disrepute once a facility or portion of a facility has been
named in his/her recognition. If the name originally designated and used on any NLTCC facility
later becomes discredited so as to embarrass NLTCC, the Chancellor upon approval by the Board
of Supervisors reserves the right to remove the name from the designated facility.
5. May provide additional naming opportunities. Naming associated with a particular facility, space,
endowment or program will not preclude further naming within the facility, space, endowment
or program.
6. Shall determine the renaming of facilities that have been demolished or substantially rebuilt due
to natural disasters, change of function or building dilapidation. When a building has been
previously named and the facility must subsequently be demolished or substantially rebuilt, the
name on the demolished facility may be moved to another appropriate place as determined by
the Chancellor and approved by the Board of Supervisors.
7. Shall determine the use and reservation of a named facility or portion thereof
Naming Opportunities exist in the form of:
1. Facilities/Portions of Facilities-newly constructed buildings, existing buildings or portions of
facilities may be named in honor or memory of an individual or organization, which has made a
substantial monetary gift toward the cost of the project or provided significant financial support
to the college.
2. Endowments-endowed funds established for a variety of purposes may also bear the donor’s
name.
3. Scholarships/Programs-scholarships and programs may be established in the name of a donor for
specific reasons approved by the Chancellor.
Physical Property
Sponsorship of physical property on campus through monetary gifts may occur to pay for all or part of a
new campus facility or improvement; or in conjunction with fundraising efforts on the part of the NLTCC
Foundation.

Giving levels for the naming of physical property should be established through consultation among the
College Chancellor and the NLTCC Foundation Board. Some general guidelines include:

1. Newly constructed building or facility may be named in honor of an individual with a minimum
gift of 51% of the total cost of the building. Opportunities that exceed a substantial dollar
amount, as determined by the Chancellor, may be submitted in installments of up to three
consecutive years. Upon receipt of the first installment and a signed contract of intent for the
remainder year(s), we will make an official announcement publicizing the investment at the
discretion of the Chancellor.
2. Existing campus building or facility may be named in honor of an individual with a minimum
gift of 51% of the current fair market value. Opportunities that exceed a substantial dollar
amount, as determined by the Chancellor, may be submitted in installments of up to three
consecutive years. Upon receipt of the first installment and a signed contract of intent for the
remainder year(s), we will make an official announcement publicizing the investment at the
discretion of the Chancellor.
3. Portion of a facility or designated area may be named in honor of an individual with whom a
substantial contribution has been made to the college. Such property may include but is not
limited to, classrooms, laboratories, tutoring centers, student lounges, fountains, foyer, and
hallways. Portion opportunities that exceed a substantial dollar amount, as determined by
the Chancellor, may be submitted in installments of up to three consecutive years. Upon
receipt of the first installment and a signed contract of intent for the remainder year(s), we
will make an official announcement publicizing the investment at the discretion of the
Chancellor. Portion opportunities that do not exceed a substantial dollar amount, as
determined by the Chancellor, may be submitted using a company or personal check up front,
at which time an official announcement publicizing the investment will be made at the
discretion of the Chancellor.

Final Authority
The NLTCC Chancellor along with the LCTCS Board has final authority for any naming, memorial or tribute
opportunity. The guidelines set forth in this policy statement are not to be deemed all-inclusive. The
College Chancellor and the LCTCS Board reserve the right to consider any and all factors regarding the
privilege of name association with the program, fund, or physical property aspect of NLTCC as particular
acts and circumstances may warrant.

6.003 Background Checks

Original Adoption: June 28, 2013
Effective Date: July 1, 2017
Last Revision: July 5, 2023

The Northwest Louisiana Technical Community College (NLTCC) is committed to providing the highest level of quality education and training and to ensuring the safety of students, staff, visitors and property of the college. As part of this commitment, this policy establishes a practice of pre-employment background checks for all new employees of the NLTCC.

Application

This policy shall apply to all new faculty and staff, including classified staff, unclassified staff and all full time, part time and temporary faculty and staff.

Definitions:

Appointment- an unconditional offer of employment in the unclassified or classified service and the subsequent acceptance of such offer by a candidate.

Conditional Offer of Employment- an offer of employment that is conditional upon:

The candidate meeting certain criteria, such as passing the background check, agreeing to direct deposit, etc.

Human Resources verifying certain aspects of the conditional offer, such as the salary and, the applicant meeting the minimum qualifications.

Conviction- finding of guilt (including a “no contest” plea) or the imposition of sentences, or both, by any judicial body having the responsibility to determine violations of the federal or state criminal statutes.

Safety-sensitive or security-sensitive positions- a position determined to contain duties of such nature that the compelling State interest to protect itself from liability outweighs the employee’s privacy interest.

Unconditional Offer of Employment- an offer by and appointing authority to a qualified applicant who has met all of the conditions set out in the conditional offer of employment for a classified or unclassified position.

Policy

The purpose of performing a background check is to determine and/or confirm, within appropriate legal limits, the qualifications and suitability of a job candidate for the particular position for which the candidate is being considered. This policy will help ensure that employment related decisions utilizing pre-employment background checks are made in accordance with applicable law.

Background checks will be completed only through the NLTCC Human Resources Office. The results of the background check are confidential and are only disclosed only on a ‘need to know’ basis.

This policy does not limit the NLTCC right to hire, discipline or terminate.

Procedures

• A criminal background check is required for all new hires into NLTCC positions. This requirement must be included in all external job postings.

• Pre-employment background checks are required for all candidates. The right and responsibility for performing the required check is reserved to staff of the Human Resources Office. Candidates should be informed during the interview process that background checks are a condition of employment.

• Following the interview process, and after a candidate has been selected for a conditional offer of employment, the Human Resources Office will be notified.

• The selected candidate will be required to sign the appropriate authorizations and consent prior to performing the background check. At this point, the candidate has been given a conditional offer of employment. Hiring managers should state, “Employment is contingent upon completion of a satisfactory background check report”.

• Candidates are expected to provide complete and accurate information. Candidates who provide false or misleading information in their applications and/or authorizations may be eliminated from any further consideration.

Screening

• Pre-employment background check must be completed before a candidate is given a final Unconditional Offer of Employment for a position. All job offers should be conditioned upon satisfactory completion of the pre-employment background check.

• Social Security Number trace/verification

• State Sex Offender search

• Office of Foreign Assets Control

• County Criminal History search

• Nationwide Criminal search

The background check is processed by a third party vendor and takes three to five from receipt of the completed and signed authorization forms.

The NLTCC maintains certain safety and security sensitive positions for which credit reports are deemed necessary when filling specific vacancies. Any positions having financial or cash handling responsibilities may be required to have a consumer credit report conducted in addition to the standard background check. The addition of the credit report must be requested prior to the position being advertised.

If the candidate satisfies all conditions of employment, the Human Resources staff will notify the hiring supervisor/manager that the candidate may now be given an unconditional offer of employment.

Adverse Action

In general, the relevance of a particular pre-employment background check to a candidate’s eligibility for employment is based upon factors including:

• The nature of the job to be performed- how is the criminal conviction relevant to the job duties to be performed.

• The nature and gravity of any adverse or negative information

• The nature of the convictions and number of convictions

• The age of any adverse or negative information, as well as the age of the candidate at the time of the incident.

• The relative threat to the security of NLTCC, other employees or students.

Prior to taking any adverse action, the Human Resources staff will give the candidate appropriate notice. This notice will allow the candidate to respond within 7 calendar days from the date of notification to the action being proposed with information relevant to the results of the background check.

The candidate whose background check is not satisfactory, upon his or her written request, shall have the right of access to the report received by the Human Resources Office. The request must be submitted no later than seven calendar days from the notice of an unsatisfactory background check in order to be honored.

If there is no response or change in status after seven calendar days, the candidate will be withdrawn from the candidate list. If the candidate is a current NLTCC employee, his or her suitability for continued employment with the college will be evaluated.

If the candidate satisfies all conditions of employment, the Human Resources staff will notify the hiring supervisor/manager that the candidate may now be given an unconditional offer of employment.

Confidentiality

All background checks performed under this policy shall be conducted in strict confidence. Information obtained will be provided only on a need-to-know basis.

Questions

Any questions regarding this policy should be directed to the Human Resources Office.

Exceptions

Requests for exceptions to this policy must be submitted to the Appointing Authority with specific compelling justification.

I’ll use this same format for future policies until you tell me otherwise: start at Original Adoption, preserve the wording and formatting as closely as possible, remove page numbers, and leave off the approval/signature section.

6.004 Grievance and Complaint Procedure

Original Adoption: April 30, 2009
Effective Date: November 3, 2025
Last Revision Date: September 15, 2025
Cancellation:
Functional Division: Human Resources

Policy 6.004

Employee Grievance Procedure

PURPOSE

Northwest Louisiana Technical Community College (NLTCC) is committed to providing the highest level of quality education and training and supports the right of faculty and staff to fair and judicial resolution of problems, which may arise from conditions of their employment.

An employee who seeks a solution concerning issues arising from working conditions, employment practices, or interpretation of policy and/or procedure may file a grievance. Employees are encouraged to discuss their concerns with their immediate supervisor and/or department head before filing a grievance. Most issues can be resolved informally at the supervisor level without the need for a formal grievance.

Employee grievances should be resolved at the lowest possible administrative level. Employees must exhaust all administrative procedures at the college level before filing an appeal to the LCTCS President. Grievances that are related to the LCTCS President or that the LCTCS President cannot resolve may be sent to the LCTCS Board of Supervisors.

DEFINITIONS

Grievance- an expression of alleged unfair or inequitable treatment with respect to the application of policy, procedure, or regulation of a full-time faculty member or staff member acting in his/her capacity as a faculty or staff member.

Grievant or Appellant- any faculty or staff member who is aggrieved because of a decision of a superior directly affecting him/her.

POLICY

ISSUES WHICH ARE NOT GRIEVABLE

The following actions are not grievable under this policy:

• Terminations, non-renewal of contract or appointment or layoff
• Actions within the exclusive jurisdiction of the state Civil Service Commission such as actions which impact pay, or pay issues, suspension with or without pay, reduction in pay, denial or merit increase, demotion, or position classification. Such matters shall follow any applicable Civil Service rules
• Disciplinary action taken in accordance with established procedures
• Verbal warnings, letters of instruction, job-related assessments, and other similar non-disciplinary actions
• Performance evaluations
• Non-selection for a position
• The contents of the hiring agreement, or employment contract
• The denial of a telework or domicile change request

GRIEVANCE PROCESS

DEPARTMENTAL LEVEL

Step 1: The employee must present the written grievance to their department head within five (5) working days of the date of the alleged grievable act. Any complaint alleging discrimination shall follow NLTCC Policy 6.014 Prohibition and Prevention of Discrimination, Harassment, and Retaliation.

Step 2: The department head may meet with the employee and shall respond in writing within five (5) working days after receipt of the grievance unless additional time is required to respond to the grievance.

HUMAN RESOURCE LEVEL

Step 1: If the employee is not satisfied with the decision at the departmental level of the grievance process, the employee may appeal in writing to the Office of Human Resources. The written appeal needs to be submitted within five (5) working days after the receipt of the response from the department head. The appeal must state why the employee disagrees with or rejects the departmental decision. HR shall provide the department head with a copy of this appeal.

Step 2: An HR representative will contact the employee as soon as possible, but no later than seven (7) working days after the receipt of the appeal. HR may meet with the employee and/or department head.

Step 3: The HR representative will notify the employee and the department head or the decision in writing within five (5) working days following the meet with the employee and/or department head.

CHANCELLOR LEVEL

Step 1: If the employee is not satisfied with the decision at HR level of the grievance process, the employee may appeal in writing to the office of the Chancellor within five (5) working days after receipt of the HR decision. The appeal must include the reasons why the employee disagrees with the HR level decision.

Step 2: After reviewing the grievance file, the college Chancellor or their designee, within ten (10) working days after receipt of the appeal, will make a decision about the appeal. Written notice of the decision will be given to the employee, the department head, and HR.

LCTCS PRESIDENT LEVEL

Step 1: If the employee is not satisfied with the decision at the Chancellor level of the grievance process, the employee may appeal in writing ot the Office of the LCTCS President within five (5) working days after receipt of the Chancellor decision. The appeal must include the reasons why the employee disagrees with the Chancellor decision.

Step 2: After reviewing the grievance file, the LCTCS President or their designee, within ten (10) working days after the receipt of the appeal, will make a decision about the appeal. Written notice of the decision will be given to the employee, the department head, college HR, and the Chancellor. The LCTCS President’s decision shall be final.

FORM

Copies of the official form are available from the Office of Human Resources. The form shall be used by all employees filing a grievance pursuant to this policy.

TIME LIMITS

Time limits set in this policy must be followed. Failure to adhere to the time limits will result in the employee waiving all rights under the grievance procedure for the issue(s) raised in the grievance. Failure of the department head, the college HR, and the Chancellor to adhere to the time limits or provide notice in writing of additional time needed to respond to the employee will authorize the employee to move to the next step of the grievance process. However, the time limits described in this policy may be suspended, extended, or altered by the LCTCS President or his designee.

RETALIATION

No employee may take reprisal action against an employee who uses the grievance procedure or participates in any way (e.g. witness) in the grievance process. Any employee violating this prohibition against retaliation is subject to disciplinary action up to and including termination. Additionally, no LCTCS official may use their position to attempt to improperly influence the grievance process.

SUMMARY DISPOSITION OF A GRIEVANCE

A grievance which does not present a grievable issue or which is subject to summary disposition pursuant to Civil Service guidelines or which is untimely may be summarily dismissed. A request for summary dismissal must be approved by the LCTCS President, the college Chancellor, or their designee. All parties to the grievance will be notified in writing.

The Appointing Authority may dismiss the grievance on any of the following grounds:

The action is appealable to the Director of Civil Service or to the Civil Service Commission.

The grievant does not work for the college.

The person against whom the grievance is filed does not work for the college.

The grievance has not been made in the required manner or within the prescribed period.

A decision on the grievance would be ineffective or moot.

The remedy requested cannot be granted.

The appointing authority has determined the grievance to be frivolous (i.e. A claim that lacks any arguable basis either in law or fact.)

The grievance is being used to impede the efficient operation of the agency.

The grievant refuses to participate in the grievance process.

The grievance has been previously heard and decided

CONFIDENTIALITY

Grievance files should be kept in the Human Resources office for record retention. Information obtained will be provided only on a need-to-know basis.

Review Process: Provide/edit example table below to document review process and all reviewing entities.

Reviewing Council/Entity | Review Date | Effective Date | Notes

Director of Human Resources | 6/16/25 | |
Faculty Senate | 11/3/25 | 11/3/25 |
Policy Review Committee | 9/10/25 | |

Policy Reference: LCTCS Policy #6.015, Employee Grievance Policy

Forms Referenced: Grievance Form available in Human Resources Office

Distribution: Distributed Electronically via College’s website
Hard Copy Distributed to Chancellor’s Assistant

6.006 Americans with Disabilities Act

Original Adoption: February 10, 2008
Effective Date: February 10, 2008
Last Revision: July 5, 2023

Policy of Northwest Louisiana Technical Community College (NLTCC) provides equal opportunity for all qualified persons without regard to disability in the recruitment of, admission or accessibility to, participation and treatment in, or employment in the programs and activities operated and sponsored by the NLTCC. Pursuant to the Americans with Disabilities Act of 1990 (ADA) and other related federal and state law the NLTCC prohibits discrimination against persons with a disability and is committed to providing an atmosphere conducive for persons with disabilities.

Scope and Applicability

Policy of NLTCC provides equal opportunity employment to qualified persons without regard to disability. This entails recruitment, advancement, compensation, job training, and other terms, conditions and privileges of employment. The NLTCC prohibits discrimination against persons with a disability. NLTCC is committed to providing an atmosphere conducive for persons with disabilities.

The NLTCC strictly opposes discrimination against qualified individuals with disabilities in hiring, advancement, compensation, training, discipline and other terms and conditions of employment.

NLTCC will provide reasonable accommodations to disabled individuals upon request, unless the accommodation would impose an “undue hardship”. Reasonable accommodations may include, but are not limited to: making existing facilities readily accessible to and usable by persons with disabilities, job restructuring, modifying work schedules, reassignment of vacant position, and acquiring or modifying equipment or devices, adjusting examinations, training materials or providing readers/interpreters. An employer is not required to lower production standards, quality standards or provide personal items to make an accommodation. If a reasonable accommodation is requested, the employee receiving the request should contact the Director of Human Resources.

Definitions

Individual with a disability – A person, who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment or is repaired as having such impairment.

Qualified individual with a disability -an individual who with, or without, reasonable accommodations can perform the essential functions of the job.

Undue Hardship – an action requiring significant difficulty or expense, in consideration, of the institution’s size, financial resources and the structure of the operation.

Provisions to Demonstrate Support of the ADA Policy

• Developing and administering compliance procedures related to employment

• Implementation of reasonable accommodation procedures

• Serving as a resource for possible ADA matters

• Coordinating disability support services

• Providing accommodations for current persons with disabilities and information for potential affiliates of the institution

• It is the responsibility of all unclassified employees, classified employees, faculty, students, vendors and clients to abide by the Americans with Disabilities Act relating to employment practices.

• Persons of Appointed Authority should administer a workplace that acknowledges the provisions of the ADA and enforces its guidelines. An Appointed Authority who knowingly tolerates or allows discrimination against persons with disabilities, and who fails to report or respond appropriately will be subject to disciplinary action up to and including termination.

Complaints of Disability Discrimination

Complaints of disability discrimination should be reported to the NLTCC Director of Human Resources or Chief Human Resources and Development Officer at the Louisiana Community and Technical College System.

The NLTCC will not tolerate any type of retaliation against an individual requesting an accommodation.

Individuals who violate this policy will be subject to disciplinary action up to and including termination.

Persons who violate this policy may also be subject to civil damages or criminal penalties.

Policy Reference:

Louisiana Technical College Procedure No. HR1930.503
Title I of the Americans with Disabilities Act of 1990
Equal Employment Opportunity Commission
Rehabilitation Act of 1973 Section 504 34 CFR 104
LCTCS Policy #6.023 Americans with Disabilities Act: Employees and Students

6.007 Civil Service

Original Adoption: February 10, 2008
Effective Date: July 1, 2018
Last Revision: July 5, 2023

In accordance with Civil Service Rule 6.5(g) and provisions of Civil Service Rule 6.29, Northwest Louisiana Technical Community College (NLTCC) has authority to hire above the normal minimum of the pay range when filling classified positions with applicants who possess extraordinary qualification beyond the minimum qualifications.

Purpose

Civil Service Rule 6.5(g) provides the opportunity for agencies to hire above the normal minimum of the pay range when filling classified positions with applicants who possess extraordinary qualification beyond the minimum qualifications. This rule may be helpful with certain unique positions, or positions that are difficult to fill including part-time positions, job appointments, and positions with special qualifications beyond the minimum qualifications.

Salaries

Subject to provisions of Civil Service Rule 6.29, if an applicant who is eligible for appointment under provisions of Chapters 7 and 8 of the Civil Service Rules possesses extraordinary or superior qualifications/credentials above and beyond the minimum qualifications/credentials, the appointing authority, may at his/her own discretion, pay the employee upon hiring at a rate above the minimum provided that:

• Such superior qualifications/credentials are verified and documented as job related.

• The rate does not exceed the third quartile of the range for the affected job.

• The rate is implemented in accordance with written policies and procedures established by the department; such policies shall be posted in a manner which assures their availability to all employees.

• The Appointed Authority and Human Resource Director will determine a salary commensurate with the applicant’s qualifications.

• The interviewer should contact the Appointed Authority and Human Resource Director to determine the appropriate hire rate for the applicant.

• Hire rates above the minimum must be approved by the Appointed Authority and Human Resource Director before being communicated to the applicant.

• The salary must not exceed the third quartile of the range.

The salaries of all current probational and permanent employees who occupy positions in affected jobs and possess the same or equivalent qualifications/credentials may be adjusted up to but not to exceed the amount of the percent difference between the special hiring rate and the regular hiring rate provided that the qualifications/credentials are also verified and documented as job related and that the rate is implemented in accordance with written policies and procedures established by the department; such policies shall be posted in a manner which assures their availability to all employees.

Verification of Extraordinary Qualification/Credentials

The Vice Chancellor of Academics and Student Services at the applicable College must verify the applicant’s extraordinary qualifications/credentials.

The verification of qualifications/credentials will be evidenced through college transcripts, copies of licenses, certificates, job experience and Civil Service application forms.

When the interviewer believes the applicant has extraordinary qualifications/credentials affecting the hire date, the interviewer must obtain written proof and verification of the qualifications/credentials.

Policy Reference:

Louisiana Technical College Procedure No. HR1930.509
Civil Service Rule 6.29
Civil Service Rule 6.5(g)

6.009 Direct Deposit

6.010 Discipline for All Employees

6.011 Employment Relationship

Original Adoption: February 10, 2008
Effective Date: February 10, 2008
Last Revision: July 5, 2023

Northwest Louisiana Technical Community College (NLTCC) invests in the development of a successful relationship with each employee. The Employment Relationship policy outlines the parameters of each employer-employee relationship.

This policy covers all classified, unclassified, tenured faculty and non-tenured faculty and the parameters for each employment relationship. Staff employees are non-faculty classified and unclassified employees.

Scope and Applicability

Authority to Authorize/Approve

The NLTCC Chancellor is responsible for instituting action that ensures tenured-faculty (and nontenured faculty) members are reviewed for renewal purposes each year. Unless an appointment has a temporary or fixed term, notice of non-renewal for probationary appointments must be issued to faculty employees prior to expiration. The Louisiana Community and Technical College System (LCTCS) and LCTCS Board of Supervisors have the right to approve or deny reappointment of faculty employees.

General Provisions

Classified Staff -The employer-employee relationship is governed by Civil Service Rules.

Unclassified Staff -The employer-employee relationship is considered at-will. These employees occupy administrative positions for the NLTCC; which are not classified and not faculty. The NLTCC or the respective employee can terminate the employment relationship without notice.

Non-Tenured Faculty -The employer-employee relationship is based upon appointment. Nontenured faculty may be terminated for cause.

Tenured Faculty -The employer-employee relationship is based upon appointment and the vesting. Tenured faculty may be terminated for cause.

Limitations

All employment relationships can result in the separation or termination of employment.

Unclassified NLTCC employees are considered at-will with no contract or guarantee of employment. Either party may terminate relationship at any time with or without cause and with or without notice. All employment relationships can result in separation or termination of employment.

Non-tenured faculty appointments carry no assurance of reappointment, promotion or tenure.

Reappointment rights are solely based on the discretion of the institutions with Board approval. Non-reappointment does not necessarily depict the faculty members’s performance. In certain cases, the NLTCC reappoints based on review of speicific conditions in connectino with the position or department.

Non-tenured faculty terminations for cause such as discharge, termination of contract or demotion shall result because of adverse behavior/actions related to an infraction of law, policy and procedure, common practice that negatively impact the efficiency of the institution. Advance notice is not required for termination

Policy Reference:

Louisiana Technical College Procedure No. HR1930.523
LCTCS Policy #6.016 Employment Relationship for All Employees
State Civil Service Rules

6.012 Equal Employment Opportunity

Original Adoption: February 10, 2008
Effective Date: February 10, 2008
Last Revision: July 5, 2023

Northwest Louisiana Technical Community College (NLTCC) operates under a continuous and affirmative concept of equal employment opportunity for all persons, regardless of race, color, national origin, gender, age, religion, qualified disability, marital status, veteran’s status, or sexual orientation or other non-merit factors. All persons are recruited, selected, placed, compensated, and otherwise treated during employment without regard to non-job-related factors.

Scope and Applicability

All NLTCC employees are responsible for complying with this policy and for supporting its implementation according to their level of responsibility and authority. Therefore, all employees with any responsibility for personnel actions such as recruiting, screening, appointing, training, or supervising will be evaluated based on their equal employment opportunity efforts. Persons who fail to adhere to the Equal Employment Opportunity policy are subject to administrative disciplinary actions. Periodic review of personnel actions will ensure compliance.

As Appointing Authority, full responsibility for our equal employment opportunity program, including developing, maintaining, and monitoring our activities will be undertaken. Personal commitment to this policy is complete, and the actions of every NLTCC employee will support the spirit of this policy.

NLTCC will ensure implementation of the following at all levels of administration:

• Recruit, hire, place, train and promote in all job classifications without regard to non-merit factors such as race, color, national origin, gender, age, religion, qualified disability, marital status, veteran’s status, or sexual orientation or any other factor protected by law, except where there is a bonafide occupational qualification.

• Identify and use existing talent and potential through upgrading and promotion to present employees. All promotions will be based only on valid equal employment promotional requirements.

• Base employment decisions to further the principles of equal employment opportunity

• Ensure that all personnel actions such as compensation, benefits, transfers, layoffs, recall from layoffs, education, tuition assistance, and social and recreation programs be administered without regard to race, color, national origin, gender, age, religion, qualified disability, marital status, veteran’s status, or sexual orientation or any other non-merit factor.

Policy Reference:

Louisiana Technical College Procedure No. HR1930.527
LCTCS Policy # 6.022, Equal Opportunity
Title VII of the Civil Rights Act of 1964 (as amended, Executive Order 11478)
Age Discrimination in Employment Act of 1967 (as amended, Executive Order 11246)
Louisiana Rehabilitation Act of 1973
Vietnam Era Veterans Readjustment Assistance Act of 1974
Title I and Title V of Americans with Disabilities Act of 1990
Civil Rights Act of 1991

6.013 Family and Medical Leave

Original Adoption: February 10, 2008
Effective Date: February 10, 2008
Last Revision: July 5, 2023

Northwest Louisiana Technical Community College (NLTCC) has adopted the provisions of the Family and Medical Leave Act (FMLA) of 1993 for all its employees. The Louisiana Department of Civil Service applies FMLA to all full-time classified employees under General Circular No. 1126 dated October 8, 1993.

Eligibility

Eligible employees are those who have been employed for a total of at least twelve (12) months in state service. The twelve months need not be consecutive, however, break(s) in service cannot exceed 7 years.

Eligible employees must also have worked at least 1,250 hours in the twelve (12) month period immediately preceding the requested leave. Hours worked do not include paid leave.

Basic FMLA Leave Entitlement

Eligible employees are entitled to up to twelve (12) work weeks of unpaid leave or up to 26 weeks of leave for military caregiver leave, in a single 12-month period. Note: from this point forward any reference to twelve (12) work weeks of leave also is meant to cover “or up to 26 weeks of leave for military caregiver leave”. For purposes of this policy, a year is defined as the twelve month period beginning with the date the employee first uses FMLA designated leave.

FMLA leave may be granted to eligible employees for the following events:

Family or Personal FMLA

For the birth of a child and to care for and bond with the newborn child.

For placement with the employee of a child for adoption or foster care, and to bond with that child. Men and women have the same right to take FMLA leave to bond with their child but it must be taken within one year of the child’s birth or placement and must be taken as a continuous block of leave unless the employer agrees to allow intermittent leave.

For the care of an immediate family member i.e. spouse (wife or husband or same sex partner legally married according to the law of the place of celebration), child (including adult child, over 18 years of age, incapable of self-care because of a mental or physical disability and child of domestic partner) or parent (but not parent-in-law) who has a serious health condition,

For the employee’s own serious health condition which prevents the employee from working and performing the essential duties of their job.

Military Leave

For qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or parent who is serving in the military is on or is called to “covered active duty” status and deployed to a foreign country as a member of the Regular Armed Forces, or as a member of the National Guard or Reserves.

To care for a covered service member who is the employee’s spouse, child, parent or next of kin with a serious injury or illness incurred in the line of duty as a member of the Armed Forces, including the National Guard or Reserves. This includes covered veterans.

Military FMLA Leave

Qualifying Exigency FMLA leave of up to 12 work weeks of unpaid, job protected leave in a 12-month period may be granted to eligible employees for any “qualifying exigency” including to:

a. Address issues arising from the military member’s short-notice deployment (seven or less days’ notice). Leave can be taken for up to seven days.

b. Attend certain military events.

c. Arrange for alternative childcare.

d. Address certain financial and legal arrangements.

e. Attend certain counseling sessions.

f. Spend up to 15 calendar days with the military member who is on rest and recuperation leave during covered active duty.

g. To address certain issues related to care of the military member’s parent who is incapable of self-care.

h. Attend post-deployment activities for up to 90 days following termination of the military member’s covered active duty.

Military Caregiver FMLA leave of up to 26 workweeks of unpaid leave during a “single 12-month period” may be granted to eligible employees to care for a covered service member who is the employee’s spouse, son, daughter, parent, or next of kin/nearest blood relative (designated in writing) with a serious illness or injury sustained in the line of duty while on active duty (or existed before the beginning of active duty and was aggravated by service in the line of duty) as a member of the Armed Forces, including the National Guard or Reserves. The term “covered service member” includes covered veterans. This military caregiver leave is available during “a single 12-month period” during which an eligible employee is entitled to a combined total of 26 weeks of all types of FMLA leave. The “single 12-month period” for purposes of military caregiver leave is a period that commences on the date an employee first takes leave to care for a covered service member with a serious injury or illness. Military caregiver leave is available once per service member per serious injury or illness.

Coordination with paid leave policies

The LCTCS Board of Supervisors requires employees to use accrued paid leave, pursuant to the applicable leave policy or civil service rule, prior to using FMLA leave without pay. Paid leave used at the same time as FMLA leave may be used only for the appropriate leave purposes allowed for the designated leave by policy. Once the paid leave is exhausted, the employee will be placed on leave without pay. The paid leave time taken as well as any unpaid leave time for any of the conditions covered by the FMLA will count toward the twelve (12) weeks of FMLA leave, or twenty-six (26) weeks as applicable for military caregiver leave only.

Leave taken for a work related injury is also subject to the FMLA.

Employees are required to provide advance notice and medical certification whenever possible. Taking of paid or unpaid leave may be denied if the following requirements are not met:

a. The employee ordinarily must provide thirty (30) days advance notice when the leave is “foreseeable” unless it is medically impossible or impractical to provide such notice.

b. The employee must provide medical certification with a letter of request for the leave because of a serious health condition of the employee or a covered family member. This medical certification must be submitted within fifteen (15) calendar days of notice to use leave.

Intermittent leave or a reduced leave schedule may be approved by the department for birth or placement of a child through adoption or for foster care, the employee’s own serious health condition or that of a spouse, parent or child. Intermittent leave or a reduced leave schedule must be approved when medically necessary and certified by the physician. Intermittent leave may be taken for no less than minimum increments specified for the appropriate type of paid leave in the relevant policy or rule. If the employer has reasonable concerns about an employee’s ability to safely perform a job, the employer can require an employee to provide a fitness for duty certification before the employee may return to work from an absence while on intermittent leave.

Whenever an employee requests leave in any category for a purpose which is eligible under the FMLA (including military exigency/caregiver) he shall notify his immediate supervisor that the leave requested is FMLA leave. If the employee is unsure whether the leave is FMLA eligible, the supervisor should be consulted. Any questions concerning eligibility should be directed to the appropriate Office of Human Resources.

The appointing authority and his designated representatives may declare any leave taken to be under the FMLA after three days of any absence for a serious health condition where the employee has been under the care of a health care provider.

The appointing authority or the appropriate administrative officer may require second or third opinions (at the agency expense) and a fitness for duty report to return to work. If a third opinion is needed, the opinion will be final and binding. The fitness for duty (return to work) certification must specifically address whether the employee can perform the essential functions of his or her job.

Limitations Regarding Leave Schedules

Where a husband and wife are employed by the same LCTCS entity (i.e., the same college or the Board Office or are both state employees because the State of Louisiana is considered a single employer for FMLA purposes), they may take a combined total of 12 weeks if taking leave to care for the employee’s parent with a serious health condition, for the birth of a child or to care for the child after birth, or for placement of a child with the employee for adoption or foster care or to care for the child after placement.

Spouses working for the same employer (including the State of Louisiana which is considered a single employer for FMLA purposes) are also limited to a combined total of 26 workweeks of leave during a “single 12-month period if leave is taken to care for a covered service member with a serious injury or illness.

Group Health Insurance

If on leave without pay while on FMLA, the employee’s health insurance coverage under the Office of Group Benefits will be maintained with the employer portion of the premium paid by the agency. The employee is required to make arrangements with human resources for payment of the employee portion of the health care premium. Should the employee fail to provide his share of the insurance premium per the agreement, NLTCC shall pursue repayment of these premiums upon return of the employee as allowed by the FMLA. Any supplemental insurance premiums for any other voluntarily elected benefit (e.g. dental, cancer, etc.) for which continued coverage is desired must be paid directly by the employee.

Return to Work

Employees returning from FMLA must be restored to their former positions or equivalent positions with equivalent benefits. Key employees can be denied reinstatement if restoration to their job would cause “substantial and grievous economic injury” to the employer. An employee returning from a medical FMLA leave will be required to present medical certification of fitness for duty. Restoration may be denied under certain circumstances, including:

If it can be shown that the employee would not otherwise have been employed at the time reinstatement is requested (for example, his position was included in a layoff);

The employee fails to provide a required fitness for duty certificate to return to work;

The employee is no longer qualified for the position because of inability to attend a necessary course, renew a license, etc.; however, the employee should be given a reasonable opportunity to fulfill such conditions upon return to work; or

The employee is unable to perform the essential functions of the job because of a physical or mental condition, including the continuation of a serious health condition.

Retaliation

It is unlawful for any employer to interfere with, restrain or deny the exercise of any right provided for under the FMLA. Employees may not be retaliated against for invoking the FMLA.

Definitions

Serious health condition is defined as a condition that causes incapacity for more than three consecutive calendar days and requires ongoing medical treatment or an overnight stay in a hospital or other medical care facility; chronic conditions that cause occasional periods of incapacity requiring treatment by a health care provider at least twice a year; and pregnancy (including prenatal medical appointments, incapacity due to morning sickness, and medically required bed rest).

Child is a biological, adopted, or foster son or daughter; a stepchild; a legal ward; or a child of a person who has day-to-day responsibilities to care for or financially support that child. Children must be under age 18 unless they are incapable of self-care because of a mental or physical disability at the time that FMLA leave begins.

Adoption means legally and permanently assuming the responsibility of raising a child as one’s own.

Foster Care means 24-hour care for children in substitution for, and away from, their parents or guardians.

Parent is a biological, adoptive, step or foster father or mother, or any other persons who had day-to-day responsibilities to care for and financially supported employees when they were children (i.e. stood in loco parentis). For FMLA purposes “parent” does not include parents-in-law.

In Loco Parentis- A person stands in loco parentis if that person provides day-to-day care or financial support for a child. Employees with no biological or legal relationship to a child can stand in loco parentis to that child, and are entitled to FMLA leave (e.g. an uncle who cares for his sister’s children while she serves on active military duty, or a person who is co-parenting a child with his or her same-sex partner).

Spouse is a husband or wife, or same-sex partner legally married according to the law of the state/place of celebration and common law marriage partner if recognized in that state.

Key Employee- A key employee is a salaried, FMLA-eligible employee who is among the highest paid 10 percent of all the employees working for the employer within 75 miles of the employee’s worksite. The “Key Employee” designation must be made at the time the employee requests leave.

Covered Service member refers to current service members of the Armed Forces, including National Guard and Reserves as well as covered veterans who are undergoing medical treatment, recuperation, or therapy for a serious injury or illness.

Covered Veteran is an individual who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran. Parental Care is care of a military member’s parent who is incapable of self-care.

Parental care may include arranging for alternative care, providing care on an immediate need basis, admitting or transferring the parent to a care facility, or attending meetings with staff at a care facility.

Covered Active Duty means for members of the regular Armed Forces, duty during deployment to a foreign country; for members of the reserve components of the Armed Forces, (the National Guard and Reserves), duty during deployment with the Armed Forces to a foreign county under a call or order to active duty in support of a contingency operation.

Deployment to a foreign country means deployment to areas outside of the United States, the District of Columbia, or any Territory or possession of the United States. It also includes deployment to international waters.

Approval Process

Employees are required to provide a Letter of Leave Request and a Medical Certification. All employees requesting leave under this policy must also provide a verbal explanation to their Department Head and Human Resources. Taking paid or unpaid leave under FMLA may be denied if the following criteria are not met:

• Employees must provide thirty (30) days advance notice when the leave is foreseeable” unless it is not medically impossible or impractical to provide such notice.

• Employees must provide Medical Certification with a Letter of Leave Request because of a serious health condition of an employee or covered family member. The Medical Certification must be submitted with fifteen (15) calendar days of notice to use leave.

The Medical Certification provided is subject to review prior to approval. The Appointed Authority or designee has the right to ask for a second opinion if there is reasonable doubt. If a second opinion is requested, then the additional opinions will be at the agency’s expense. If a third opinion is needed, then the results of the third opinion will be binding. The Medical Certification of a serious health condition shall include, but is not limited to the following, the date the condition commenced, expected duration and brief statement of treatment. Employees who deliberately falsify documents will be subject to disciplinary action up to and including termination.

For an employee’s medical condition, the certification must also include a statement that the employee is unable to do work of any kind or is unable to perform the essential functions of the job.

For a family member who is seriously ill, the certification must include a statement that the patient requires assistance and the employee’s presence would be beneficial.

The following outlines the process of approval of FMLA:

• The employee notifies the Department Head and Human Resources

• The HR department determines the employee’s eligibility for FMLA (length of employment, number of hours worked during 12-month period and qualifying event). The results of the eligibility process will determine whether the employee may be covered under FMLA.

• If the employee does not qualify, Human Resources will notify the employee and the Department Head of the disqualification.

• If the employee qualifies, Human Resources will issue the employee a Medical Certification to be completed and submission of a Letter of Leave Request.

Upon receipt of the FMLA forms, Human Resources must verify the information provided. HR will notify the employee and the Department Head of the FMLA policy and procedures. This includes but is not limited to the duration of leave, unpaid and paid leave, expected return date, benefit coverage, job restoration and fitness for duty upon return.

Human Resources inputs personnel leave data into Banner to change the employee’s status. HR is responsible for monitoring the status of the employee while on leave.

Prior to the employee’s return to duty, they must provide NLTCC a written fitness for duty report to return to work. A physician must certify fitness for duty that an employee can return to work.

Retention

FMLA documents must be maintained in the employee’s individual medical file. The federal retention requirements of FMLA states that related documents must be kept on file for three (3) years after leave ends.

Policy Reference:

Louisiana Technical College Procedure No. HR1930.532
Family and Medical Leave Act of 1993
Louisiana Department of Civil Service General Circular No. 1126
LCTCS Policy #6.003 Leave Record Establishment Regulations for Unclassified, Non-Civil Service Employees

6.014 Harassment

Original Adoption: February 10, 2008
Effective Date: November 3, 2025
Last Revision Date: September 15, 2025
Cancellation:
Functional Division: Human Resources

Policy 6.014

Prohibition and Prevention of Discrimination, Harassment, and Retaliation

PURPOSE

Northwest Louisiana Technical Community College (NLTCC) is committed to maintaining an environment free from any type of discrimination, harassment, and retaliation. This policy prohibits discrimination, harassment and retaliation of any kind by or against any applicant, employee, student, or any other individual on the basis of race, creed, color, marital status, sexual orientation, gender, , genetic information, religion, national origin, age, mental or physical disability, veteran status and/or any other basis protected by federal or state law. LCTCS also prohibits retaliation against any individual who reports discrimination or harassment, or who participates in an investigation into discrimination or harassment.

SCOPE

This policy applies to all NLTCC classified and unclassified employees, faculty, vendors, and all other individuals doing business with NLTCC. It is the policy of NLTCC that no member of the NLTCC community may discriminate, harass or retaliate against another. Additionally, under appropriate circumstances, NLTCC may take action to protect its employees from harassment, on NLTCC property or at NLTCC sponsored events, by individuals who are not employees of NLTCC.

DEFINITIONS

Complaint: Any allegations of discrimination, harassment and/or retaliation, filed in good faith and in accordance with established procedures.

Complainant: Any student or employee who alleges a violation under this policy.

Discrimination: Inequitable treatment of an individual based on their protected characteristics or status rather than individual merit.

Harassment: Unwelcomed conduct that is sufficiently severe, persistent, or pervasive to limit a student’s or employee’s ability to participate in or benefit from the education program or from one’s employment, or to create a hostile or abusive educational or work environment.

Hostile Environment: Includes conduct of a sexual nature that is sufficiently severe, persistent, or pervasive to limit a student’s or employee’s ability to participate in or benefit from the education program or from one’s employment, or to create a hostile or abusive educational or work environment. Note: This is not the same as the legal definition of “hostile work environment” as it relates to harassment based on a protected class.

Respondent: Any student or employee against whom a complaint under this policy has been made.

Retaliation: Any acts or attempted acts for the purpose of interfering with any report, investigation, or proceeding under this Policy, or as retribution or revenge against anyone who has reported Sexual Misconduct or who has participated (or is expected to participate) in any manner in an investigation or proceeding under this Policy. Prohibited retaliatory acts include, but are not limited to, intimidation, threats, coercion or discrimination.

Responsible Party: Any employee who has the authority to take action to redress sexual violence or who has been given the duty of reporting incidents of sexual violence or any other misconduct prohibited by this policy or other appropriate institutional designee.

An employee who receives a direct statement regarding or witnesses an incident of harassment including power-based violence committed by or against a student, unless designated as a Confidential Advisor. A Responsible Employee shall promptly report the incident to the NLTCC Title IX Coordinator, as described in NLTCC’s Power-Based Violence/Sexual Misconduct policy.

Power-Based Violence: Any form of interpersonal violence intended to control or intimidate another person through the assertion of power over the person.

Sexual Harassment: Includes unwelcomed sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature, when submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic credit or interferes with a person’s performance, or such conduct has the purpose and effect of unreasonably interfering with an individual’s performance or creating an intimidating, hostile or offensive working environment.

Sexual Misconduct: A sexual act or contact of a sexual nature that occurs, regardless of personal relationship, without the consent of the other person(s), or that occurs when the person(s) is unable to give consent or whose consent is coerced or obtained in a fraudulent manner. Sexual misconduct includes, but is not limited to, sexual assault, sexual abuse, violence of a sexual nature, sexual harassment, non-consensual sexual intercourse, sexual exploitation, video voyeurism, contact of a sexual nature with an object, or the obtaining, posting or disclosure of intimate descriptions, photos, or violence and stalking, as well as crimes of a sexual nature as defined in Title 14 or the Louisiana Revised Statutes or at La. R.S. 44:51.

Title IX Sexual Harassment: For the purposes of determining whether power-based violence will be treated as a potential violation of Title IX in accordance with the Title IX Grievance Procedure, Title IX sexual harassment means conduct based on sex that satisfies one or more of the following:

An employee of NLTCC conditioning the provision of aid, benefit, or service of the recipient on an individual’s participation in unwelcome sexual content.

Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the recipient’s education program or activity; or

“Sexual assault” as defined in 20 U.S.C 1092(f)(6)(A)(v), “dating violence” as defined in 34 U.S.C. 12291(a)(10), “domestic violence” as defined in 34 U.S.C 12291(a)(8), or “stalking” as defined in 34 U.S.C 12291(a)(30).

POLICY

This policy applies to all employees of NLTCC.

Institutional Responsibilities

NLTCC is required to:

Provide to all employees a copy of this policy and post to their website. A contact list identifying individual names, titles, physical location and telephone number(s) where complaints may be files shall also be included.

Develop a system of recording all formal written complaints to be submitted and kept on file in the Chancellor’s office.

Regularly offer training, educational and prevention programs for employees.

Individual Responsibilities

Every employee is responsible for ensuring a safe and respectful environment and is required to report any unacceptable behavior or environment which may violate this policy.

Complaints of discrimination, harassment, or retaliation should be reported as promptly as possible.

Any employee who believes they are the subject of discrimination, harassment, or retaliation or who has knowledge of discriminatory, harassing, or retaliatory behavior must report such conduct to their direct supervisor, and the NLTCC human resource department. No employee is required to report or make a complaint of discrimination, harassment, or retaliation to the person who is allegedly engaging in the problematic conduct. In the event that an individual feels uncomfortable making a complaint at the institution level, such complaint may be made at the system level to the:

LCTCS Chief Human Resources and Development Officer
Louisiana Community and Technical College System
265 South Foster Drive
Baton Rouge, Louisiana 70806
Phone Number: 225-922-2800

Complaints of discrimination, harassment, and retaliation will be taken seriously, investigated promptly and in as impartial and confidential a manner as possible. A member of human resources will conduct investigations unless circumstances dictate otherwise.

Complaints

Anyone who believes they have been subjected to misconduct or any other violation of this policy has a right to report the conduct to the responsible party, which includes but is not limited to the institutional administrator with responsibility for human resources or the department head of a relevant academic department.

Notification of Complaints

When the party responsible becomes aware of information that indicates that a violation of this policy may have occurred, they or their designee shall notify the parties involved of their rights under this policy.

Interim Measures

At any time after becoming aware of a complaint, a responsible party may recommend that interim protections or remedies be provided to impacted parties. Remedies may include issuing a timely warning to the campus community, separating the parties, placing limitations on contact between the parties, interim suspension from campus, or offering alternative workplace. Interim measures may vary depending on the nature of the complaint, status of respondent or other criteria. All parties shall be notified of the availability of these measures as well as the fact that such measures are put into effect.

Confidentiality

All parties involved in a complaint, any investigation, and/or resolution, including witnesses, are expected to keep information concerning the complaint private until a final decision is rendered in order to protect both the complainant and the respondent.

Information may be divulged on a need-to-know basis to properly address the complaint, when there is a threat to others, pursuant to subpoena, or other court or administrative order, or as may be required by law. Violations of confidentiality by any other persons involved in the resolution, investigation or administration of the complaint, including any employee, faculty, staff or student if identified and confirmed may result in disciplinary action.

PROHIBITED CONDUCT

Discrimination

Discrimination in the work or educational environment involves taking adverse action against, or preferential treatment of an individual because of their protected status. Examples include, but are not limited to:

Denying or granting promotions or other advancement opportunities based on an individual’s protected status;

Denying or granting preference in education or employment based on an individual’s protected status;

Denying or granting work assignments based on an individual’s protected status;

Denial or granting of leave based on an individual’s protected status.

Harassment

Harassment in the work or educational environment consists of unwelcomed and objectively offensive physical, verbal, or nonverbal conduct that unreasonably interferes with an individual’s work or educational activities or creates an intimidating, hostile or offensive work or educational environment. Examples include, but are not limited to:

Verbal threats, offensive jokes, epithets, derogatory comments, ridicule or mockery or slurs;

Gratuitous visual displays such as posters, photographs, cartoons, drawings or gestures;

Unwanted physical conduct such as touching, intimidation or blocking normal movement.

Sexual Harassment

Sexual Harassment is a form of discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal or physical conduct of a sexual nature when:

Submission to that conduct is made a term or condition of employment;

Submission to or rejection of that conduct is used as a basis for employment decisions affecting the employee; or

That conduct has the effect of unreasonably interfering with an individual’s work performance or of creating a hostile, offensive, or intimidating work environment.

Examples include:

Making unwanted sexual advances including touching, kissing, hugging, or massaging;

Making sexual gestures or visual displays such as leering;

Offering employment or academic benefits in exchange for sexual favors;

Gratuitous displays of sexually suggestive objects, pictures, cartoons, or drawings;

Sending suggestive or obscene letters; notes or invitations;

Engaging in graphic sexual commentary about an individual’s body.

Retaliation

Retaliation includes over or covert acts of reprisal, interference, restraint, penalty, discrimination, intimidation, or harassment against an individual or group exercising rights under this policy.

PROCESSING OF COMPLAINTS

Initial Review

The Director of Human Resources shall conduct or supervise the initial review of the compliant. The initial review of the complaint shall be concluded as quickly as possible, within a reasonable amount of time required to complete the review in a manner that is adequate, reliable and impartial. Generally, the initial review should be completed in fifteen (15) business days of receipt of the complaint. The purpose of the initial inquiry is to determine whether there is reasonable cause to believe a specific policy has been violated.

Notice of Investigation

If reasonable cause is found during the initial review, an investigation shall be conducted. Both the complainant and respondent will be provided notice that an investigation will be undertaken as well as the nature of the complaint.

Investigation

The Director of Human Resources or designee shall conduct a full investigation into the facts and circumstances of the complaint. Both complainant and respondent will be given the opportunity to identify witnesses to be interviewed. Interviews may include in-person meetings. The investigator may also collect and review any documents or other relevant information.

Upon issuance of the notice of investigation, any and all effort should be made to conduct a thorough and prompt investigation based on the facts and circumstances of each complaint ordinarily within thirty (30) business days of the notice. Complicated or extensive investigations may take longer.

Investigation Results

After a full investigation a determination whether a policy has been violated or not shall be made by the investigator or designee. Both the complainant and the respondent will be given notice of the results of the investigation.

Consequences of Violations

Any employee who is found, after an appropriate investigation, to have engaged in conduct prohibited by this policy shall be subject to appropriate disciplinary action up to and including termination of employment. Also, any person or business found in violation of this policy may be prohibited from conducting business with the institution involved.

Retaliation

NLTCC will not tolerate any type of discipline or other form of retaliation, direct or indirect, against anyone who, in good faith, files a complaint of or responds to questions regarding having witnessed discrimination or harassment. All employees are required to fully cooperate in any investigation. False charges are treated as serious offenses and may result in disciplinary and/or civil action.

False Claims

For an individual to make an intentionally false and/or malicious accusation of discrimination, harassment, and/or retaliation is a violation of this policy. Any individual found to have done so will be subject to disciplinary action, up to and including termination. This is not intended to discourage complaints and/or reports when there is sincere belief that discrimination, harassment, and/or retaliation occurred.

TRAINING, EDUCATION, AND PREVENTION PROGRAMS

As mandated by Louisiana state law all employees are required to receive a minimum of one hour of education and training on preventing sexual harassment during each full calendar year of their employment. In addition, each supervisor and any person designated as an investigator of a complaint of sexual harassment shall receive additional education and training.

MANDATORY REPORTING

As mandated by state law NLTCC shall develop a report each February 1st containing information from the previous calendar year regarding compliance with this ACT 270 including:

• The number and percentage of the colleges’ employee that have completed the training requirements;
• The number of sexual harassment complaints received by the college;
• The number of complaints which resulted in a finding that sexual harassment occurred;
• The number of complaint in which the finding of sexual harassment resulted in discipline or corrective action; and
• The amount of time it took to resolve each complaint.

TITLE IX AND POWER BASED VIOLENCE COMPLAINTS

This policy was established to handle all complaints regardless of the nature of the complaint. Due to conflicting laws all complaints that are sexual in nature need to begin with the Title IX Coordinator. Title IX Coordinator along with the Human Resources Office will determine what process and policy should be used for these cases. Should it be determined that the Title IX or Power Based Violence process is to be used, then this policy would not be used for the particular situation.

It should be noted that all employees should be familiar with all the requirements and mandates for Title IX and Power Based Violence. These additional policies require training and reporting they may affect an employee if not properly followed.

Review Process:

Reviewing Council/Entity | Review Date | Effective Date | Notes

Director of Human Resources | 6/16/25 | |
Chancellor’s Executive Cabinet | 11/3/25 | 11/3/25 |
Policy Review Committee | 9/10/25 | |

Policy Reference: LCTCS Policy # 6.011, Prohibition and Prevention of Harassment, Discrimination and Retaliation
Act No. 270 – Prevention of Sexual Harassment
LA R.S. 44:51 – Sexual Misconduct
Equal Pay Act of 1963
Title VII of the Civil Rights Act of 1964
Executive Order 11246 of 1965
Age Discrimination in Employment Act of 1967
Section 501, 503, and 505 of the Rehabilitation Action of 1973
Title I and Title V of the Americans with Disabilities Active of 1990
Civil Rights Active of 1991
Title II of the Genetic Information Nondiscrimination Active of 2008

Distribution: Distributed Electronically via College’s website
Hard Copy Distributed to Chancellor’s Assistant

6.016 Holidays

Original Adoption: February 10, 2008
Effective Date: February 10, 2008
Last Revision: July 5, 2023

Northwest Louisiana Technical Community College (NLTCC) provides clarification of policy regarding Holidays. NLTCC establishes a process for identifying and approving legal holidays for employees. The observance of religious holidays is not included in the holiday schedule. The Holiday policy affects all employees (classified and unclassified).

Scope and Applicability

The Holiday policy includes all employees (classified and unclassified).

Authority to Authorize/Approve

The NLTCC Chancellor is the Appointed Authority to determine which fourteen holidays the College will designate. In accordance, the Chancellor will submit the College holiday schedule to the President of the Louisiana Community and Technical College System (LCTCS).

General Provisions

• Under the R.S 1:55 provision, “Each institution of higher education in the state, through a representative appointed by it, shall designate a maximum of fourteen (14) legal holidays per calendar year to be observed by all of its employees.”

• The Chancellor shall determine the applicability of the 14 paid holidays.

• The paid holidays are governed by the calendar year.

• If an employee is on shift assignment or at work during holiday periods, then the department head may adjust the work schedule or holiday time.

• The same number of holidays should be granted to all eligible employees.

• If a holiday falls on an employee’s day off, then it will be necessary to provide a “designated holiday” on another scheduled day.

• Civil Service rules will be followed for compensating classified employees required to report to work on holidays.

Limitations

NLTCC does comply with the provisions of the Equal Employment Opportunity Commission on religious discrimination. Title VII of the Civil Rights Act of 1964 prohibits employers from discrimination against individuals because of their religion in employment. It requires employers to reasonably accommodate the religious practices of an employee or prospective employee, unless to do so would cause an undue hardship.

Employees unable to work on a religious holiday not included on the Holiday Schedule, due to religious beliefs, are to provide that information to their immediate supervisor or department head/chair in advance. These employees must explain to their supervisor or department head/chair that the holiday observance is due to religious beliefs. The appropriate leave or work-adjusting schedule will be approved unless the approval will cause an unusual burden on the employer.

Policy Reference:

Louisiana Technical College Procedure No. HR1930.541
EEOC Title VII of the Civil Rights Act of 1964
LCTCS Policy # 6.028 Holidays for All Employees

6.019 Seeking and Holding Political Office

Original Adoption: February 10, 2008
Effective Date: November 3, 2025
Last Revision Date: September 15, 2025
Cancellation:
Functional Division: Human Resources

Policy 6.019

Engagement in Political Activity

POLICY

Political Activity is defined as follows:

Payment or promise of payment of any assessment, subscription, or contribution for any political party, faction, or candidate.

Taking active part in the management of affairs of a political party, faction, candidate, or any political campaign.

Filming, taping, and participating in promotional announcements (i.e., print, television or radio ads) in support of any political party, faction, or candidate.

Lobbying.

Seeking and/or holding political office

Northwest Louisiana Technical Community College (NLTCC) fully supports every citizen’s right to exercise freedom of expression, as outlined within the Louisiana and Federal Constitutions, inclusive of the freedom of political expression or association, as well as those afforded to certain employees pursuant to La. R.S. 23:961. Each situation should be evaluated on its own merits, facts and circumstances and with consideration as to whether previous requests have been approved or denied relative to that employee or to other employees similarly situated.

The Board of Supervisors recognizes that the Louisiana Community Technical College System (LCTCS), as a public educational agency of the State of Louisiana, must maintain sufficient educational independence to work with all statewide and districtwide elected officials of the State and all agencies of the State, without consideration of political affiliation, to provide educational programs and services for all Louisiana citizens, regardless of the ethnicity, gender, or religious or political affiliation of those citizens. Thus, the Board has determined that certain political activity by employees of the LCTCS and it’s colleges may be construed as conflicting with the educational independence of the LCTCS and thereby impairing the efficient operation of the LCTCS and the LCTCS’ employees’ ability to provide efficient delivery of educational programs and services. To preserve an appropriate standard of educational independence, the Board adopts the following ethical standards of conduct with respect to political activity by its employees:

Classified Employees

The permissible and prohibited level of political activity of all classified employees of the LCTCS and it’s colleges shall be governed by the provisions of Article 10, Section 9 of the Louisiana Constitution, Civil Service Rules 14.1(e), (f), and (g) and Civil Service General Circular No. 1449. 2.

Unclassified Employees

No teaching or professional staff member or administrative officer of educational institutions under the management and supervision of the LCTCS shall be prohibited from exercising their freedom of political expression or association; provided that, no such employee or officer shall act or express him/herself in any manner which suggests that NLTCC, the LCTCS, or the Board has taken a position in support of any candidate or political party placed before the electors of the State. Further, no employee or officer of the LCTCS or it’s colleges shall identify him/herself as an employee or officer of the LCTCS or it’s colleges when expressing his/her opinion with respect to any candidate or political party placed before the electors of the State.

On-Premises Activity

The placement of leaflets, cards, placards, etc, in support of a candidate or political party, on the campus of any educational institution under the management and supervision of the LCTCS, by an employee of the LCTCS, is prohibited.

Seeking and/or Holding Public Office

Should an LCTCS employee, who is otherwise eligible, seek and/or hold public office, subject to any limitations set forth in the Louisiana Code of Governmental Ethics (La. R.S. 42:1101, et seq.) and/or the laws related to Dual Officeholding and Dual Employment (La. R.S. 42:61, et seq.), the following conditions shall apply:

All conditions of the LCTCS System Policy on Outside Employment of LCTCS employees must be met.

An employee is required to notify the NLTCC Chancellor of the said employee’s intention to seek and hold public office prior to the date of qualification.

The employee is required to continue his/her normal workload, including his/her teaching duties, and to maintain all other duties and office hours required by NLTCC, during the period of campaigning for and while holding public office.

If the employee is unable to meet condition (3) above, annual leave or leave without pay may be requested for the appropriate period of time, in accordance with the leave rules and policies of the LCTCS and it’s colleges. Additionally, said employee shall not, in any way, suggest or indicate that he/she is a spokesperson for or on behalf of NLTCC or the LCTCS.

Existing Public Office Holders:

The provisions of Paragraph C(1) of this policy, regarding the LCTCS System Policy on Outside Employment, shall not apply to any employee of NLTCC who holds public office on the effective date of the adoption of this policy.

Review Process:

Reviewing Council/Entity | Review Date | Effective Date | Notes

Director of Human Resources | 6/16/25 | |
Chancellor’s Executive Cabinet | 11/3/25 | 11/3/25 |
Policy Review Committee | 9/10/25 | |

Policy Reference: Louisiana Constitution Article 10, Section 9
Civil Service Rules 14.1(e), (f) and (g), and General Circular No. 1449
LCTCS Policy # 6.018 Outside Employment
LCTCS Policy # 6.019 Engagement in Political Activity

Forms Referenced: NLTCC Disclosure of Outside Employment

Distribution: Distributed Electronically via College’s website
Hard Copy Distributed to Chancellor’s Assistant

6.020 Unemployment

Original Adoption: February 10, 2008
Effective Date: February 10, 2008
Last Revision: July 5, 2023

Northwest Louisiana Technical Community College (NLTCC) operates in accordance to the standards set forth by the Department of Labor under R.S. 43:31. Unemployment insurance assists workers who work for employers covered under the unemployment law and subsequently unemployed through no fault of their own. The scope of this policy applies to all covered employees (full-time and part-time workers) of the NLTCC.

Background

The Unemployment Insurance procedure provides information needed to process unemployment claims.

Eligibility

Unemployment is limited to citizens of the U.S. and legal aliens authorized to work during their employment and unemployment periods. Eligible workers have the right to receive unemployment benefits paid by their employer. The eligibility of unemployment benefits are determined by these factors:

• The employee must file a claim for benefits.

• To be monetarily eligible, an employee must have earned $1200.00 for the base period (first four calendar quarters).

• The employee must earned wages in at least two of the four quarters of their base period. Total wages paid to the employee during this period must equal or exceed 1.5 times their highest quarter wages.

Disqualifications

Although an employee may meet the monetary requirements, they are still subject to unemployment disqualification for non-monetary reasons. The Louisiana Employment Security Law requires a disqualification for benefits, if it is deemed that:

• The employee was discharged due to misconduct connected with his/her employment or misconduct that resulted in damage to the employer or the employer’s property.

• The employee was discharged for use of illegal drugs or refused to submit to a legal drug test.

• The employee failed to apply for suitable work.

• The employee failed to accept suitable work.

• The employee refused to return to regular employment when available.

• The employee left the job without cause attributable to a substantial change to employment made by the employer.

• The employee is unemployed due to active participation or interest in a labor dispute.

• The employee is seeking or receiving benefits from another state.

• The employee has/will receive deductible payments equal to or greater than his/her weekly unemployment amount.

• The employee seeks/receives fraudulent benefits.

• The employee filed a subsequent claim and has not worked and earned an amount that equals or exceeds six times your weekly benefit amount or three-thirteenths of the highest quarter in the base period of the newer claim (double dip).

• The employee is enrolled in unapproved schooling and has not worked while attending school.

• The employee is a base-period employee of the school board, school system or related school service agency and has assurance of returning to work during the next semester or work period, and seeks benefits for any holiday or break.

• The employee is a professional athlete, participates in sports or athletic events, training or preparation and is between regular playing seasons and there is reasonable assurance that he/she will return to this occupation.

• The employee is not able and available to work, he/she failed to report as instructed, or he/she failed to record an active search for work.

• The employee failed to participate in unemployment insurance job search assistance or job placement services or reemployment workshops as instructed. (Participation in the Reemployment Assistance program is mandatory for claimants identified as likely to exhaust regular Unemployment Insurance benefits prior to reentering the workforce.)

• The employee failed to actively engage in Self-Employment Assistance Allowance activities as instructed.

• The employee is paid Warn Act payments for one or more weeks during the benefit year.

General Provisions

NLTCC can prevent non-eligible benefit payments to individuals. NLTCC has the right to protest unemployment claims.

Allowing individuals to draw benefits when they are not entitled will negatively impact the combined reserve fund and lead to higher taxes for Louisiana employers.

Human Resources must take reasonable steps to ensure unemployment benefits are not paid to non-eligible individuals.

Policy Reference:

Louisiana Technical College Procedure No. HR1930.592
LA Revised Statutes 43:31

6.021 Violence Free Campus

Original Adoption: February 10, 2008
Effective Date:
February 10, 2008
Last Revision:
July 5, 2023

Northwest Louisiana Technical Community College (NLTCC) is committed to maintaining a safe learning
and working environment for all students, faculty and staff that is fair, humane, and responsible- an
environment that supports career and educational advancement on the basis of job and academic
performance. Sexual violence, domestic violence, dating violence, sexual assault, stalking or any other
type of harassment subverts the mission of NLTCC and offends the integrity of our college. In accordance
with the Campus Sexual Violence Elimination Act (Campus SaVE Act) and 2013 Violence Against Women
Reauthorization Act, the College is actively working to increase transparency about the scope of sexual
violence on campus, guarantee survivors enhanced rights, and provide College-wide prevention
educational programming.

NLTCC will not tolerate threats or acts of violence, including but not limited to acts of domestic violence,
dating violence, sexual assault, stalking, and harassment on any campuses. There will be also be no
harassment and/or violence based upon the basis of age, color, disability, gender, gender identity,
national or ethnic origin, race, religion, sexual orientation, veteran status, pregnancy, childbirth and
related medical conditions and sickle cell trait. Such harassment is unacceptable behavior and will not be
tolerated at NLTCC.

All firearms and dangerous weapons are banned from all campuses of NLTCC.
Scope and Applicability
This policy applies to all NLTCC employees, students, and to all individuals who, while not NLTCC
employees, perform work at NLTCC for its benefit.

Definitions
Acts of Violence -Acts of violence include any physical actions, with or without a dangerous weapon,
whether intentional or in reckless disregard, that harms or threatens the safety of another individual in
the workplace.
Threat of Violence -A threat of violence is any act or statement, which by its very nature causes a
reasonable person to fear for his/her safety or that of another person.
Domestic Violence -A pattern of coercive behavior that is used by one person to gain power and control
over another which may include physical violence; sexual, emotional or psychological intimidation; verbal
abuse; stalking or economic control. Domestic violence occurs between people of all racial, economic,
educational, religious backgrounds; in heterosexual and same sex relationships, living together or
separately, married, or unmarried, in short term or long-term relationships. Domestic violence is a major
cause of injury to women, although men may also be victims of such violence.
Dating Violence – a pattern of physical, emotional verbal and/or assaultive and controlling behaviors that
one person uses against another in order to gain or maintain power and control in the relationship.
Relationship Violence – includes both domestic violence and dating violence.
Intentional -Intentional is a state of mind that exists when circumstances are such that a person either
actively desires or, in the ordinary course of human experience, must have known, that the consequences
of his/her act or failure to act would result from his/her action or inaction.
Stalking – the intentional and repeated following or harassing of another person that would cause a
reasonable person to feel alarmed or to suffer emotional distress. Stalking shall include but not be limited
to the intentional and repeated uninvited presence of the perpetrator at another person’s home,
workplace, school or any place which would cause a reasonable person to be alarmed, or to suffer
emotional distress as a result of verbal or behaviorally implied threats of death, bodily injury, sexual
assault, kidnapping, or any other statutory criminal act to himself or any member of his family or any
person with whom he is acquainted.
Dangerous Weapon - a "dangerous weapon" means any firearm, knife, gas, liquid, or other substance or
instrumentality, which, in the manner used, is calculated or likely to produce death or great bodily harm.
Sexual Assault - Any non-consensual physical contact of a sexual nature, whether by an acquaintance or
by a stranger, is a sexual assault. Physical resistance need not occur to fulfill the definition of sexual
assault. Consent CAN NEVER be given by anyone under the age of sixteen. Sexual Assault includes, but
is not limited to the following:
• Rape
• Acquaintance rape (friend, classmate, peer, co-worker, partner, etc.)
• Incest
• Sexual assault with an object
• Forcible sodomy
• Forcible oral sex
• Forcible fondling
Consent- Consent is the equal approval, given freely, willingly, and knowingly of each participant to
desired sexual involvement. Consent is an affirmative, conscious decision- indicated clearly by words or
actions- to engage in mutually accepted sexual contact. Consent must be ongoing and can be revoked at
any time. Consent to some sexual acts does not imply consent to others, nor does past consent to a
particular act imply present consent.

A person forced to engage in sexual contact for force, threat of force, or coercion has not consented to
contact. Lack of mutual consent is the crucial factor in any sexual assault. Consent CANNOT be given if
a person’s ability to resist or consent is substantially impaired because of a mental or physical condition
or if there is a significant age or perceived power differential. Examples include, but are not limited to
being:
• Unconscious
• Frightened
• Physically or psychologically pressured or forced,
• Intimidated
• Substantially impaired because of a psychological health condition
• Substantially impaired because of voluntary intoxication
• Substantially impaired because of the deceptive administering of any drug, intoxicant or
controlled substance.
Workplace -Workplace includes all NLTCC facilities, premises or equipment and any location, leased or
otherwise, where NLTCC employees are engaged in NLTCC business.
Reporting Roles, Responsibilities
NLTCC encourages person who have been sexually assaulted to report eh assault, to seek assistance and
to pursue judicial action for their own protection and that of the entire campus community. When
conducting the investigation, NLTCC primary focus will be on addressing the sexual assault and not on
other policy violations that may be discovered or disclosed. Anyone who has been sexually assaulted may
choose to pursue criminal prosecution and NLTCC and LCTCS disciplinary processes. To preserve evidence
for the option of pursing criminal prosecution or internal disciplinary processes, a person should report
the sexual assault to NLTCC personnel and/or local police. However, NLTCC recognizes that a person who
has been sexually assaulted retains the right not to pursue either criminal prosecution or a NLTCC judicial
proceeding. Choosing not to pursue NLTCC or criminal action, however does not remove the responsibility
of the college to investigate and/or take action.

Reporting to the Office of Student Services
If the alleged perpetrator of sexual violence is a student, survivors may report to the Office of Student
Services. Complaints of sexual violence and harassment may also be submitted to any staff or faculty
member and they can refer the survivor to the appropriate College office.

Reporting to the Office of Human Resources
Incidents of sexual violence allegedly committed by an employee of the College may be reported to the
Office of Human Resources.
The Office of Human Resources may be consulted about situations, take reports/complaints, initiate
investigations/proceedings, and make recommendations/ determinations. Depending on the outcome of
the investigation/proceedings, if corrective action needs to be imposed, the Office of Human Resources
will advise College leadership on appropriate action.
Medical Care/Emergency Room Examination
Any person who has been sexually assaulted may go directly to the emergency room of any local hospital
for medical attention. An individual who has been sexually assaulted is urged to seek medical evaluation
as soon as possible.

Responsibility of Confidentiality
When a report of sexual assault is made, both the accused and the accuser, and all identified witnesses
who are named in the investigation, will be notified of NLTCC's expectation of confidentiality. Breaches of
confidentiality or retaliation against: the person bringing the complaint; any person assisting with the
investigation; or the person or individuals being charged with the complaint; will result in disciplinary
review. NLTCC will make all reasonable efforts to maintain the confidentiality of parties involved in sexual
assault investigations.

Parental/Legal Guardian/Partner Notification
NLTCC is committed to providing support to anyone involved in a sexual assault. In some instances when
there is a health or safety concern, Northwest may need to notify the parents, guardian, or partner of the
individual involved in the sexual assault. In making this determination, NLTCC will consider the wishes of
those involved, as well as their personal safety, and the safety of the campus community. In addition,
when the person sexually assaulted is under the age of 18 or under 21 and physically or mentally impaired,
both privileged and limited confidential sources generally are required to report the abuse to the
appropriate social service agency or the police.

Privileged Communication Reporting vs. Limited Confidential Reporting
Before selecting a reporting resource you may want to consider the following information. Under the law,
there is a difference between "privileged" and "limited confidential" reporting:
Privileged Reporting consists of those communications that legally cannot be disclosed, without the
reporter's consent, to any other person, except under very limited circumstances such as an imminent
threat of danger to self or others. When reporting to a privileged source, the information shared between
the reporting person and the care provider is privileged and ordinarily will not be disclosed, even to other
members of the NLTCC community.

Examples of privileged reporting resources include:
• Psychiatrists, Psychologists, Social Workers
• Physicians, Nurses or Nurse Practitioners
• Licensed Professional Health Advocate

Limited Confidential Reporting consists of those communications that will not be disseminated to others
except on a need-to-know basis. Primary to a limited confidential reporting source is balancing the wishes
of the reporting person while protecting the overall university community and assuring the appropriate
disciplinary measures are taken including criminal, civil, and administrative.

A limited confidential reporting source has the obligation to enlist designated campus resources to ensure
that necessary steps are taken to protect the community as a whole and that appropriate disciplinary
measures are considered and imposed. Such disclosures will be limited to a finite group of people all with
the same confidentiality obligations. These steps will include investigating the assault and disclosing the
confidential communications to others on a need-to-know basis. NLTCC will take all reasonable steps to
keep this information confidential.

Examples of designated limited confidential reporting resources include:
• Student Affairs
• Case Police or any Police Authority
Note: A friend or a peer who is not a privileged reporting source is considered a limited confidential source
and may be required to report the sexual assault to the college or the police.
Timely Reporting/Crisis Assistance

NLTCC supports and encourages anyone who has been sexually assaulted to report the incident to the
reporting source of their choice. Prompt reporting may preserve options that delayed reporting does not,
including the preservation of physical evidence, crisis counseling, and immediate police response.
However, those who delay reporting can report the incident at any time, understanding that this may rule
out the collection of physical evidence.
Anonymous Reports

NLTCC recognizes that a person who has been sexually assaulted may choose not to report the crime to a
limited confidential source or a privileged source. In those situations, NLTCC allows an individual who has
been sexually assaulted to file an anonymous report which allows the reporting person time to decide
what course of action they want to take and also allows the crime to be counted in the campus crime
statistics.

In case of a violent incident, call the local Police by dialing 911 from any campus phone. Only the Police
or other law enforcement agencies should attempt to apprehend the offender. All other persons should
remain calm and cooperative.

All Employees:
• Should, where warranted, call emergency services at 911 or the appropriate law enforcement
agency when experiencing or observing imminent violence or an actual incident of violence.
• Should, intervene only if doing so would not subject themselves or others to bodily harm.
• Should, if he/she believes a crime has been committed against him/her, report it to the proper
law enforcement agency.
• Shall report any violation of this policy to his/her immediate supervisor, or the nearest member
of management. Such reports will be promptly and thoroughly investigated.
• Shall notify his/her supervisor of any restraining orders or civil protective orders against
individuals barred from the workplace. Employees may choose to submit a recent photograph of
the barred individual to their section head/Regional administrator for forwarding to security
officials to assist them in identifying the individual should he/she appear in the workplace.
Supervisors:
• Shall promptly respond to issues related to workplace safety.
• Shall determine whether the appropriate law enforcement agency/security should be contacted
in the event of a potential or actual incident of violence.
• Shall promptly inform his/her appointing authority of any violation of this policy even if the
situation has been addressed.
• Shall immediately notify his/her appointing authority in the event he/she is advised of a
restraining order or a civil protective order.
Appointing Authorities:
• Shall work with human resources, student affairs, safety officer, legal counsel, investigator and,
where applicable, police/security in promptly conducting investigations concerning allegations of
violations of this policy, including interviewing witnesses and parties.
• Shall obtain from each person who is a witness or party to a threat or act of violence a Violence
Incident Statement. Attempts shall be made to obtain a Violence Incident Statement from each
witness, including persons who are not employees or students.
• Shall take appropriate action, disciplinary or otherwise, based on the findings of the investigation.
• Shall exercise discretion in taking appropriate action in the event he/she is advised of a restraining
order, a civil protective order or threat of violence.
• Shall forward to (LCTCS) Human Resources a report detailing the action taken on each incident,
including copies of each Violence Incident Statement.
• Shall warn an employee of a threat made by another to do harm to that employee.
Human Resources:
• Shall coordinate with the appointing authority, safety officer, legal counsel, investigator and,
where applicable, police/security, the prompt investigation into any allegations of policy
violations to determine the appropriate action to be taken.
• Shall gather and confidentially maintain Department-wide information and records on threats and
acts of violence in the workplace.
• Shall consult with and advise appointing authorities regarding concerns about violent and
potentially violent employees, domestic partners, or others.
• Shall provide confidential referral services for clinical evaluation/treatment and to any employee
desiring assistance with situations relating to anger, threats, or acts of violence in the workplace.
Safety Officer:
• Shall regularly conduct workplace analysis of NLTCC facilities to determine existing or potential
hazards for occurrences of workplace violence and recommend appropriate modifications.
• Shall assist the appointing authority, student affairs, human resources, legal counsel, investigator
and, where applicable police/security, in the prompt investigation of any allegations of policy
violations to determine the appropriate action to be taken.
Education and Prevention
NLTCC provides education about harassment through orientation and follow-up programs for students,
staff, faculty, and administrators. All people in a supervisory capacity will receive appropriate training to
take leadership in implementing the policy. They will inform people under their direction of this
harassment policy and assume leadership in implementing the procedures.
Enforcement
Where there is reason to believe that NLTCC and LCTCS regulations prohibiting sexual violence have been
broken, NLTCC may pursue disciplinary action. Such disciplinary action could include demotion,
suspension or expulsion from NLTCC for students. Non-employee violations of this policy will be handled
in accordance with applicable laws.

Retaliation
NLTCC will not tolerate any retaliation against anyone reporting, participating in or thought to have
reported or participated in, an allegation or investigation regarding sexual assault, relationship violence,
or stalking. Retaliation will be treated as a violation of this policy regardless of whether any report of
sexual assault, relationship violence or staling is substantiated. Retaliation is defined as any adverse or
negative action against an individual because that individual has:
• Complained about sexual assault, relationship violence, or stalking
• Participated as a party or witness in an investigation related to such allegations
• Participated as a party or witness in a proceeding related to such allegations
Knowingly false allegations are prohibited and will be treated as a violation of this policy. Submission of
a good faith complaint or report that turns out to be unsubstantiated is not a violation of this policy.
Annual Crime Reporting

NLTCC, working along with local law enforcement agencies, is responsible for meeting Clery Act reporting
requirements, including reporting and publishing annually the number of sexual assaults reported on each
campus/site and the number of sexual assault investigations conducted on each campus/site.

Policy Reference:
Louisiana Technical College Procedure No. HR1930.596
LCTCS Policy # 4.008 Security Policy and Crime Statistics
LTC Violence in the Workplace Acknowledgment HR500.47
LTC Violence Incident Statement HR500.48
Executive Order MJF 97-15
Title VII of the Civil Rights Act of 1964
Title IX of the Educational Amendments of 1972
Louisiana State Regulations R.S. 23:301, 312, 332

Violence Incident Statement

6.022 Transitional Return to Work Plan

Original Adoption: February 10, 2009
Effective Date: April 13, 2026
Last Revision Date: April 13, 2026
Cancellation:
Functional Division: Human Resources

PURPOSE

The health and well-being of all employees is of great importance to Northwest Louisiana Technical Community College (NLTCC). The goal of the Transitional Return to Work program is to assist an employee who is injured on-the-job return to work as soon as medically possible within the physical restrictions determined by their physician until they are capable of returning to regular duty. This may be achieved through temporary modification of the injured employee’s job tasks, equipment or work schedule, as appropriate.

More expansively, the ADA requires employers, upon request, to provide workplace modifications, known as reasonable accommodations, to assist an employee with a disability in performing the essential functions of their job. The disability need not have occurred as a result of an on-the-job injury which may be compensable as a workers’ compensation claim.

Thus, NLTCC has an obligation to all employees, regardless of the cause of their medical condition, to provide reasonable accommodations to facilitate their expedient return to work.

SCOPE

The policy applies to all employees who are eligible to receive workers’ compensation benefits.

POLICY

Procedure

For the workplace injury/illness of an employee, NLTCC shall:

1. CLAIMS REPORTING: Electronically report the workers’ compensation claim immediately, but not later than 5 days after the injury or knowledge, via ORM’s Third-Party Administrator’s (TPA) online claims management system.

2. MEDICAL LIMITATIONS: If the workplace injury/illness results in “lost time,” meaning the employee is unable to work, NLTCC shall provide the employee a Physician’s Modified Work Information Sheet for completion by the employee’s healthcare provider. Employees have the right to seek medical treatment from a healthcare provider of their choice for a work-related injury/illness. Employees are required to return the Physician’s Modified Information Sheet to Human Resources (HR) within 24 hours of receipt of the signed form from their treating physician.

3. ADA INTERACTIVE PROCESS: Upon receipt, NLTCC shall consider a completed Physician’s Modified Work Information Sheet to be an ADA accommodation request. Such documentation shall substitute for any department-specific Request for Accommodation and/or Medical Inquiry forms. Based on such documentation, NLTCC shall initiate the interactive process with the employee in order to fully understand their functional limitations and to discuss possible accommodation(s), if available, that would facilitate the employee’s return to duty status. The accommodation analysis and procedure shall be in accordance with the agency’s ADA policy mandated by La. R.S. 46:2594, which is [Insert Policy No. and Title].

4. ACCOMMODATION DETERMINATION: The final determination regarding the employee’s return to duty status, consistent with identified medical restrictions, shall be made by the Appointing Authority. This determination will be made in accordance with ADA requirements and considerations including: the employee’s ability to perform the essential functions of the job; the nature, extent and duration of accommodation(s) needed; and whether such accommodation(s) are reasonable or would impose an undue hardship on the [Insert Department Name].

NOTE: The ADA does not require the removal of essential functions, displacement of an existing employee, or the creation of a new position as a reasonable accommodation for an employee with a disability.

Vocational Rehabilitation

ORM, through its TPA, provides a Return to Work Coordinator who is a licensed vocational rehabilitation specialist to serve as a liaison between employees and agencies, if warranted, on matters related to disability management and return to work planning. This RTW coordinator works with the employee (or legal representative) and agency representatives to facilitate the employee’s return to work, to include communicating with medical providers and providing progress reports to agency personnel. The RTW coordinator is responsible for ensuring that vocational rehabilitation standards are adhered to as required by law.

Goals of Transitional Return to Work

Injured workers should be returned to gainful employment as soon as medically possible after a job-related injury or illness. The plan shall:

Provide a safe return to work for occupationally related injuries or illnesses.

Give employees return to work options.

Provide suitable accommodation for employees who have sustained an injury or illness that impacts their ability to perform all aspects of their pre-injury or pre-illness job.

Retain qualified employees.

Facilitate a safer working environment.

Reduce the duration of time needed for the employee to transition back to full duty.

Retain valuable employee work skills, physical conditioning.

Reduce workers’ compensation claim costs.

A workers’ compensation claims reporting process.

A process of semi-annual reports to the legislature and the governor.

Implementation Plan

A successful transitional return to work plan shall be based on medical prognosis and recovery.

Transitional work shall be available until an employee is able to resume full duty employment based on the following guidelines:

Agencies that choose to return employees to work following a workers compensation claim are allowed to return the employee to his own job in light duty status for six (6) months provided the agency maintains in the employee’s file a copy of the “Physician’s Modified Work Information Sheet”.

Requests for additional time beyond the initial six months may be made by the appointing authority.

Medical issues that can delay return to work shall be referred to the ORM’s third party administrator’s (TPA) Return to Work Coordinator.

A. Plan Implementation

Review the Return to Work plan with existing employees annually.

Review the Return to Work plan with all new hires during the new hire orientation.

Transitional Return to Work Team

Each state agency shall have a transitional return to work team to review all lost-time workers’ compensation employees under its authority.

A. Team Scope:

Complete transitional return to work plans,

Review of job modifications,

Job tasking,

Task identification,

Comply with the State’s requirement for a transitional return to work plan,

Oversight of plans,

Facilitate success of plans,

Report transitional return to work plan results.

B. Team Composition:

Human resources representative,

Immediate supervisor,

Safety personnel,

Management representative,

Claim Adjuster for the ORM TPA,

ORM TPA RTW coordinator,

ORM TPA Vocational Rehabilitation Counselor as needed.

C. ORM TPA Return to Work Coordinator:

The RTW coordinator is the primary contact for employees and outside agencies on matters related to disability management and return to work planning. This includes but is not limited to:

Responsible for the overall coordination and day-to-day administration of the disability management plan.

Develop, facilitate and monitor return to work plan.

Develop and facilitate accommodations.

Work with the employee and the employer to facilitate RTW plans.

Monitor RTW plan and provide progress reports to appropriate individuals.

The Return to Work Process

A transitional return to work plan should be completed with the supervisor of the injured employee and a representative from the return to work team to include:

Specific job tasks identified,

Hours to be worked,

Duty assignment,

Physical restrictions,

The plan shall be reviewed and approved by each member of the team.

A. Eligibility for Return to Work:

When reviewing an individual worker’s eligibility for return to work options, the following criteria should be followed:

Assess the job task of the worker’s pre-injury position.

Identify transitional tasks that can be performed with the employee’s current physical restrictions.

Review other services or tasks that can be performed which would improve the overall function of the agency.

Review tasks that can be performed that would return an employee to gainful employment.

The Office of Risk Management’s TPA will be available to identify transitional return to work tasks if needed.

B. Before the Return to Work:

The agency will hold a return to work meeting with the employee to review the plan before the employee returns to work.

Once the meeting has taken place, an offer of transitional duty employment shall be made to the injured employee in writing.

If the injured employee is represented by counsel, the notice shall be sent to the employee via counsel.

C. The Return to Work Offer:

The offer of transitional return to work employment shall include the following:

Offer must be made in writing;

Certified mail return receipt request or electronic mail;

A specific return to work date and time;

Duty assignment;

Who to report to; and

The employing agency shall provide transitional employment for up to one year utilizing Civil Services’ Special Detail provisions as outlined in the HR Managers’ Handbook that is maintained on the Civil Service website, or until the injured worker can medically return to full duty, whichever comes first.

Employee Responsibility:

Return the Physicians Modified Information sheet to the immediate supervisor within 24 hours of receipt of the signed form from the treating physician.

Accept the transitional return to work offer.

Report to work as requested in the return to work offer letter.

Work within the restrictions provided by the physician.

Comply with medical treatment and keep all scheduled medical appointments.

Advise the immediate supervisor and ORM’s TPA RTW Coordinator if the transitional work is physically too difficult.

After the Employee Has Returned to Work:

The agency shall not require the employee to perform tasks that have been prohibited by the treating physician when the employee returns to work on a transitional return to work plan.

Evaluate the plan every 30 days to assess the employee’s ability to return to full duty.

The Office of Risk Management’s TPA will be responsible for communications with medical personnel.

Termination of Employment

An agency should notify the ORM TPA if a person is at risk of termination due to exhaustion of sick leave.

Agencies should:

Maintain documentation of failed transitional return to work employment.

Maintain documentation of efforts made to identify transitional return to work tasks.

Maintain documentation of barriers in identifying transitional return to work.

Documentation shall include evidence that transitional return to work tasks could not be identified, if applicable.

Notify the RTW Coordinator for the ORM TPA when an injured worker is removed from work or the accommodations are no longer available.

LOSS PREVENTION AUDITS

For purposes of the annual loss prevention audit, NLTCC must maintain the following documentation throughout the audit year for all work-related injuries:

A completed Transitional Return to Work Audit Form (DA WC4000) to record the status of its Return to Work program for each month; and

All completed Physician’s Modified Work Information Sheets received by the department.

Review Process:

Reviewing Council/Entity | Review Date | Effective Date
Human Resources | 3/16/2026 |
Executive Cabinet | 4/13/2026 |
Chancellor Approval | 4/13/2026 | 4/13/2026

Policy Reference: Office of Risk Management (ORM) [La. R.S. 39:1547 and Insurance Information Notice 2025-3]
R.S. 23:1020.1(B)(3); R.S. 23:1020.1(C)(2); R.S. 23:1226 of the Louisiana Workers’ Compensation Law
Americans with Disabilities Act (ADA), as amended [29 CFR 1630.1 – 1630.16]

Distribution: Distributed Electronically via College’s website
Hard Copy Distributed to Chancellor’s Assistant

6.023 Crisis Leave Policy

Original Adoption: July 15, 2015
Effective Date: July 15, 2015
Last Revision: July 5, 2023

The Crisis Leave Program is a way of providing paid leave to an eligible employee who is experiencing a catastrophic illness or injury. The intent of the program is to assist an employee who has insufficient paid leave to cover the crisis leave period.

Crisis Leave Terms

Within the context of crisis leave, terms have the meanings indicated below:

Eligible employee a full time, permanent employee who is serving in a leave earning, benefits eligible appointment. Such employees will be allowed to donate or use crisis leave.

Licensed Medical Service Provider (LMSP) is a practitioner, as defined in the Louisiana State Licensing Law (relative to that LMSP’s field of service), who is practicing within the scope of his or her license. This includes licensed physicians (a doctor of medicine) or M.D., doctor of osteopathy or D.O., or licensed chiropractor, counselor, or therapist as recognized and licensed by appropriate state boards or authorities.

Catastrophic Injury or Illness is a severe condition or combination of conditions that:

a. affects the physical or mental health of the eligible employee or eligible family member as specified by the Family Medical Leave Act;

b. requires the services of a licensed medical service provider for a prolonged period of time – at least a minimum of 10 working days; and

c. prevents the employee from performing his/her duties for a period of more than ten consecutive days and forces the employee to exhaust all appropriate leave described in other parts of this policy.

Crisis Leave Pool is a pool of donated annual leave that is managed on a dollar value basis, for donated leave and receiving employee’s rate of pay.

Leave Pool Manager is the Director of Human Resources Officer or his/her designee.

Crisis Leave Committee is a committee comprised of two staff members appointed by the Director plus the Leave Pool Manager or designee. The Committee acts to support the administration of the Crisis Leave Program, review the pool and program management practices by the Leave Pool Manager. When not otherwise specified in written policy, the committee may recommend operational guidelines and procedures for the Crisis Leave Program.

Eligibility Requirements

An employee is not required to contribute to the Crisis Leave Pool to be eligible to receive crisis leave. An eligible employee may apply to receive crisis leave if the following requirements are met:

the employee or family member as specified by the Family Medical Leave Act suffers from a catastrophic illness or injury;

the employee has exhausted all appropriate leave in accordance with this policy;

the employee has exhibited satisfactory attendance (with no history of leave abuse), and is not absent from work due to disciplinary reasons;

the catastrophic injury or illness is not occupationally related (therefore making that employee eligible for workers’ compensation) or was not attained in the commission of an assault or felony; and

the appropriate documentation from a LMSP is provided to the Leave Pool Manager.

Amount of Crisis Leave that May Be Approved

The amount of crisis leave granted for each catastrophic illness or injury is determined by the Leave Pool Manager. The amount of leave granted to an employee will generally reflect the recommendations of the LMSP, subject to the following limits:

• A maximum of 240 hours may be granted to an eligible employee during one fiscal year.

• Crisis leave may not be granted to any individual to extend paid leave status beyond a total time in leave status of 12 weeks

• The total amount of leave granted will not exceed the dollar value in the leave pool at the time of the employee’s request.

• The employee will not accrue leave while using crisis leave.

Donation Procedures

Contributions to the Crisis Leave Pool are strictly voluntary; no employee shall be coerced or pressured to donate leave. An employee donating to the pool may not designate a particular employee to receive donated time. The donor must complete a Donation to Crisis leave form and submit it to the Office of Human Resources who forwards the form to the Leave Pool Manager. Donations are accumulated in the pool and awarded on a first-come, first-served basis to eligible employees. Donations are restricted as follows:

• An employee may donate a minimum of four hours of annual leave; donations beyond four hours must be made in whole hour increments.

• The donor must have a balance of at least 120 hours of annual leave remaining after the contribution.

• Donations are limited to a maximum of 240 hours of annual leave per employee per fiscal year.

• Donations are limited to a maximum of 240 hours of annual leave upon separation or retirement.

• Leave will not be restored or returned to the donor once the leave has been transferred to the pool.

Request Procedures

An employee may request leave from the Crisis Leave Pool by completing a Crisis Leave Request form. The request must be submitted to the Leave Pool manager with a copy of the employee’s Certification of Health Care Provider for Employee’s Serious Health Condition (FMLA form). The Leave Pool Manager is to review the request to make sure that the employee is eligible to receive crisis leave. The employee requesting crisis leave must provide all requested information necessary for the Leave Pool Manager to make a final determination of eligibility.

Confidentiality of Requests

All requests for crisis leave will be treated as confidential. All requests and documentation for crisis leave are to be submitted in envelopes marked “confidential” to the Leave Pool Manager.

Adjudication of Requests

Each request will be stamped with date and time received by the Leave Pool Manager, and handled on a first–come, first-served basis. When possible, a request is to be submitted at least 10 days before the crisis leave is needed. The Leave Pool Manager is allowed five working days from the date a request is received (with all required documentation) to approve all or part of the request, or deny the request, and communicate such approval or denial to the employee.

If the request is approved, the Leave Pool Manager will credit the approved time to the employee’s leave record.

If the request is made by an employee under the direct supervision of the Leave Pool Manager, the Leave Pool Manager may refer the request to the Leave Pool Committee to approve or reject. Also, if the Leave Pool Manager has difficulty making a determination, the Leave Pool Manager may consult with or refer the decision to the Leave Pool Committee.

Use of Crisis Leave

An employee using leave from a crisis leave pool shall receive leave in sufficient quantity to ensure his wage replacement is 75% of the pay (base pay) he or she would receive in a regularly scheduled workweek and is documented in accordance with the same procedures as regular paid leave taken by the employee.

Changes in Status Affecting Crisis Leave

Crisis leave may be used only for the circumstances for which it was requested. If any change occurs in the nature or severity of an illness or injury, or of any other factor on which the approval was based, the employee must provide documentation describing the change to the Leave Pool Manager. The employee may request additional crisis leave subject to the limits outlined above. Extensions of crisis leave are not automatic. Each request for extension will be addressed on a first-come, first served basis.

Use of leave from the Crisis Leave pool for reasons other than those stipulated and approved by the Leave Pool Manager and/or failure to abide by procedures and requirements outlined in this policy may constitute payroll fraud and will be addressed accordingly.

Employees who are able to return to work before using all crisis leave granted must return the unused crisis leave to the Crisis Leave Pool.

Compensation and Benefits

Crisis leave will be awarded based on the dollar value of leave donated and used.

An employee in crisis leave status will continue to receive his/her benefits as appropriate. However, an employee on crisis leave will not accrue paid annual or sick leave. This also applies to classified employees per Civil Service Rule 11.5(a).

Appeals

The decision to approve or deny crisis leave by the Leave Pool Manager is final and not subject to appeal.

6.026 Drug Free Workplace Policy

Original Adoption: February 10,2008
Effective Date: November 3, 2025
Last Revision Date: September 15, 2025
Cancellation:
Functional Division: Human Resources

Policy 6.026

Drug Free Workplace

PURPOSE

Northwest Louisiana Technical Community College (NLTCC) is committed to a drug free workplace. The illegal use, abuse, possession, manufacture, dispensation, distribution of, or being under the influence of drugs is prohibited while at work, on call, or engaged in any NLTCC activity. Various federal and state laws and regulations apply to employees of the NLTCC including Federal Drug Free Workplace Act of 1988, the Drug-Free Schools and Communities Acts Amendments of 1989 (Public Law 101-226), and Revised Statutes of the State of Louisiana.

Definitions:

Appointing Authority- The NLTCC Chancellor or their designee.

Controlled substance – a controlled substance in schedules I through V of Louisiana R.S. 40:964 or Section 202 of the Controlled Substances Act, 21 U.S.C. 812.

Conviction – finding of guilt (including a “no contest” plea) or the imposition of sentences, or both, by any judicial body having the responsibility to determine violations of the federal or state criminal drug statutes.

Medical Review Officer (MRO) – a licensed physician knowledgeable of substance abuse who has received specialized training in interpreting and evaluating test results in conjunction with an individual’s medical history and other relevant biomedical information.

Northwest Louisiana Technical Community College- Any property, college, campus or leased site.

Safety-sensitive or Security-sensitive positions: Positions with duties that may require firearms, access to controlled substances, handling hazardous materials, operating heavy equipment or machinery, or otherwise having opportunity to cause substantial harm to person or property.

Sample – urine, blood, saliva, or hair

Workplace- Shall include any location on NLTCC property in addition to any location from which an individual conducts NLTCC business while such business is being conducted.

POLICY

All NLTCC employees are required to report for duty in a condition that maximizes their ability to perform assigned tasks in a competent and safe manner. Reporting to work impaired from the use of alcohol or drugs is prohibited.

The unlawful use, abuse, manufacture, distribution, dispensation, possession or being under the influence of a controlled or illegal substance or undisclosed controlled prescription medication while at work, on call, on duty, or engaged in NLTCC business is prohibited. Also prohibited is the possession and/or consumption of alcohol while engaged in any NLTCC activity, including the workplace.

Without reference to any sanctions which may be assessed through criminal justice processes, violators of this policy, including refusal to submit to drug testing when properly ordered to do so, will be subject to NLTCC disciplinary action up to and including termination of employment.

Alcohol misuse is prohibited extending to 1) use of alcohol on the job; 2) use of alcohol during the four hours before performance of safety-sensitive and security-sensitive functions; and 3) having a prohibited alcohol concentration level in the individual’s blood system while on the job.

The use of drugs/medications prescribed by a licensed physician is permitted provided that it will not affect the employee’s work performance. NLTCC reserves the right to have a licensed physician of its own choice determine if the use of a prescription drug/medication produces effects which may impair the employee’s performance or increase the risk of injury to the employee or others. If such is the case, NLTCC reserves the right to suspend the work activity of the employee during the period in which the employee’s ability to safely perform their job may be adversely affected by the medication.

Drug and Alcohol Screens and Disclosure

NLTCC reserves the right to require drug and alcohol screening for pre-employment, re-employment, continued employment or reinstatement, as well as disclosure of the medically required need to take certain prescribed medications or over-the-counter medications.

All employees are subject to being tested for drugs under the following circumstances:

Reasonable Suspicion: A belief based on reliable, objective and articulable facts such that a prudent person would suspect that an employee is in violation of this policy.

Commercial Driver’s License Requirement: Each employee who is required to obtain a commercial driver’s license (CDL) must be tested for drugs, alcohol, or controlled substances in accordance with the provisions of the Omnibus Transportation Employee Testing Act of 1991.

On Prescribed Medication that Could Impair: An employee must notify a supervisor or other individual designated by the appointing authority, prior to or immediately upon reporting to duty, or beginning a prescribed medication or over-the counter medication, that may impair his ability to perform customary job duties or otherwise create a safety hazard. While the duration that the medication will be taken should be disclosed, employees should know that it is not necessary to disclose to a supervisor the medication being taken nor the condition for which it was prescribed. Such information may, however, be required to be disclosed to the Medical Review Officer should circumstances or the nature of the employee’s job duties warrant, as determined by the Appointing Authority.

Post-Accident/Incident: Any employee directly involved in an on-duty accident or incident, and whose action or inaction may have been a causative factor of same, shall be required to immediately submit to drug and alcohol testing if:

a. Reasonable Suspicion: Circumstances give rise to a reasonable suspicion of the employee’s drug or alcohol use or impairment; or

b. Fatality: The accident or incident resulted in a fatality; or

c. Hazardous Materials Release: The accident or incident resulted in or caused the release of hazardous waste as defined in R.S. 30:2173(2) or hazardous materials as defined in R.S. 32:1502(5).

Employees should be aware of the legal presumption of impairment under R.S. 23:1081 if an employee refuses, after being so directed, to submit to drug or alcohol testing as a result of an on-duty accident or incident. As a consequence of such refusal, benefits under the worker’s compensation laws of the State of Louisiana may be denied.

Return-to-Duty/Rehabilitation Monitoring: Required as a part of a monitoring program established by the employer to assure compliance with terms of a rehabilitation agreement. Note: Rehabilitation is not required to be offered. Any employee who retains his job following a violation of this policy shall be required, at his own expense, to undergo and complete any and all treatment recommended by a certified substance abuse professional as part of such an agreement. NLTCC reserves the right to ensure that any substance abuse treatment program or facility chosen by an employee to seek rehabilitation meets accreditation or certification to conduct such rehabilitation.

Safety-Sensitive or Security-Sensitive Position:

a. Promotion: Prior to promoting an employee to a safety-sensitive or security-sensitive position or to a higher level safety-sensitive or security-sensitive position

b. Random Drug Testing: NLTCC reserves the right to use random drug testing for those employees in safety-sensitive and security-sensitive positions where any form of substance abuse may affect the operation of the department through unsafe work behavior/performance or error in judgment, or where substance abuse could jeopardize the safety and well-being of employees, other personnel, or the general public.

c. Non-exclusive List of Safety-sensitive or Security-sensitive Positions:

▪ Positions with duties that may require or authorize the safety inspection of a structure;

▪ Positions that require or authorize access to a prison or an incarcerated individual;

▪ Positions with duties that may require or authorize carrying a firearm;

▪ Positions with duties that may allow access to controlled substances (drugs);

▪ Positions with duties that may require or authorize inspecting, handling, or transporting hazardous waste as defined in R.S. 30:2173(2) or hazardous materials as defined in R.S. 32:1502(5);

▪ Positions with duties that may require or authorize any responsibility over power plant equipment;

▪ Positions with duties that may require instructing or supervising any person to operate or maintain, or that may require or authorize operating or maintaining, any heavy equipment or machinery; and

▪ Positions with duties that may require or authorize the operation or maintenance of a public vehicle, or the supervision of such an employee;

Rights of the Employee and Employer

Any employee, confirmed positive, upon his written request, shall have the right of access within seven working days to records relating to his drug tests and any records relating to the results of any relevant certification, review, or suspension/revocation-of-certification proceedings.

NLTCC may allow an employee to undergo rehabilitation without termination of employment for any drug test certified positive by a Medical Review Officer.

Drug Testing Services

NLTCC will obtain employee drug testing services from a provider of its choice.

Expectation of Privacy

Employees are hereby notified that NLTCC offices and work sites are the property of the NLTCC and there is no expectation of privacy with regard to NLTCC offices and work sites. Under appropriate circumstances and in accordance with the law, the NLTCC, in conjunction with law enforcement authorities, reserves the right to conduct unannounced searches and inspection of NLTCC facilities and properties, including state-owned vehicles.

Confidentiality

All tests and screening under this policy shall be done in strict confidence. Information obtained from tests and screening will be provided only on a need-to-know basis. Medical information obtained will be protected as confidential unless otherwise required by law or overriding public health concerns.

Employer Notification Requirements

The Federal Drug-Free Workplace Act of 1988 requires that each employee notify their supervisor within five (5) days of conviction of any criminal drug statutes when such offense occurred in the workplace, while on official business, during work hours, or when in on-call duty status. Federal law requires that NLTCC report within ten (10) days any such criminal drug statute conviction to each Federal Agency from which grants or contracts are received.

Employees whose jobs require driving are required to notify their immediate supervisor if their driving privileges are suspended or revoked. If reasonable accommodation cannot be made, employees who operate NLTCC vehicles on a regular and recurring basis may be forced to utilize accrued leave or be placed in leave without pay status during the period of suspension of driving privileges. Employees returning to work after such suspension shall be required to provide proof of restoration of driving privileges.

Employee Notification

The NLTCC will notify all employees at least once each year of its policies and procedures governing the illegal use of alcoholic beverages and drugs and through appropriate media, make employees aware of the dangers of abusive or illegal use of alcohol or drugs.

All new employees will receive a copy of this policy and will be required to acknowledge that they have read and understand the policy. As a condition of employment, all NLTCC employees must comply with this policy.

Posting Requirement

In accordance with provisions of Act 1027 (1990 Regular Session), drug free zone posters will be posted on a bulletin board and/or other prominent location(s) in each campus of each of the NLTCC.

Review Process:

Reviewing Council/Entity | Review Date | Effective Date | Notes

Director of Human Resources | 6/16/25 | |
Chancellor’s Executive Cabinet | 11/3/25 | 11/3/25 |
Policy Review Committee | 9/10/25 | |

Policy Reference: LCTCS Policy 6.030, Drug Free Workplace

Distribution: Distributed Electronically via College’s website
Hard Copy Distributed to Chancellor’s Assistant

6.027 Outside Employment Policy

Original Adoption: July 24, 2019
Effective Date: July 24, 2019
Last Revision: July 5, 2023

Northwest Louisiana Technical Community College (NLTCC) adheres to the Louisiana Technical Community College System (LCTCS) policy on Outside Employment of LCTCS Employees (policy # 6.018):

The LCTCS recognizes that certain outside employment activities are of benefit to the System, to LCTCS institutions, to the State of Louisiana and to the private sector as well as to individual employees. Although the LCTCS recognizes a right of employees to engage in outside employment, it has established policies and procedures requiring that such outside employment be disclosed and submitted for administrative review and approval on an annual basis, as applicable.

A. All full-time employees of the LCTCS including faculty, other academic, unclassified and classified employees, are required to abide by this policy at all times, including during regular and summer term and while on paid or unpaid leave.

B. Outside employment is defined as any non-LCTCS activity for which economic benefit is received, including but not limited to:

employment with any non-LCTCS employer;

contracts to provide consulting, personal or professional services to non-LCTCS employer;

Self-employment or operation of business.

C. Economic benefits include cash payments or such other non-cash economic benefit, e.g., share of profits, shares of stock, equity participation, etc. as the employee and outside employer may agree; provided that such non-cash economic benefit shall not have a present value significantly in excess of fair compensation for the services rendered. Compensation rates for outside employment need not be related to LCTCS salary rates but should be negotiated fairly based on normal private sector levels for similar services.

D. Outside employment shall be performed only outside of assigned working hours or responsibilities or during a period of paid or unpaid leave. During paid sabbatical, special or educational leave, outside activities may be permitted only in exceptional circumstances.

E. Outside employment shall not conflict, delay or in any manner interfere with instructional, scholarly and/or other services which the employee is obligated to render to the LCTCS and/or an LCTCS institution.

Outside Employment that will be considered for Approval

The following types of outside employment will be considered for approval.

A. General consulting, other outside employment or business activities.

B. Serving as an expert witness in an area based upon the employee’s training and experience.

C. Consulting by faculty and staff members of the LCTCS where the consulting services are related to the academic discipline or expertise of the faculty or staff member, as outlined in La. R.S. 42:1123 (9)(b).

Generally, LCTCS faculty and staff members will not be approved for consulting agreements that require the faculty or staff member to participate directly in the supervision of activity where the outside employer currently does business with the LCTCS or an LCTCS institution; however, the proposed employment will be considered for approval where the activity is designed to increase the opportunity for the State’s workforce to succeed through innovative skills training within that faculty or staff member’s academic discipline, the activity will further the economic development of the State; and the activity cannot be otherwise achieved through contract with the LCTCS under established policies and procedures.

Outside Employment that will Not be Approved

A. An LCTCS employee may not receive compensation to assist in the passage or defeat of legislation during the fiscal year in which the legislation is pending in the legislature, except from the Louisiana Legislature or any department, institute or agency within the legislative branch.

B. Blanket approvals for outside employment will not be granted.

C. Employment or contractual relationships that are considered to be a violation of the Louisiana Code of Governmental Ethics (La. R.S. 42:1101, et seq.) and or the laws related to Dual Officeholding and Dual Employment (La. R.S. 42:61, et seq.) will not be approved. Approval request for outside employment related to the engagement or participation in politics will be evaluated pursuant to La. R.S. 23:961.

Employee Responsibilities

Full-time employees contemplating outside employment or engaged in outside employment, on the effective date of this Policy, shall:

A. Disclose, on an annual basis, outside employment in accordance with the policies and procedures established herein.

B. Submit a list of all contracts or other agreements between the LCTCS and the outside employer in which the employee is involved on behalf of the LCTCS and/or an LCTCS institution. Such list is to include, to the extent the information is known to the employee, the owners, directors, majority shareholders, or affiliates of the outside employer. Additional information about such contracts may be required by the LCTCS and/or the affected LCTCS institution.

C. Provide notification to the outside employer that he/she accepts such employment as an individual and not, in any manner, as a representative of the LCTCS and/or an LCTCS institution. It is recommended that employees do this by including with any oral testimony or written reports a statement to the effect that the views expressed are those of the employee and do not necessarily reflect the views of the LCTCS and/or the LCTCS institution.

In no case may the individual concerned use the name of the LCTCS and/or the affected LCTCS institution or his/her LCTCS affiliation, title or address officially or in any other way in support of any position he/she may take. Biographical data, including a statement of employment by the Board of Supervisors of LCTCS may be included as introductory material to written reports or orally in the case of expert witness statements, but may not be incorporated into the body of the written report.

D. Comply with any other provisions of this Policy.

Approval Levels

Certain types of outside employment require annual approval of a chancellor and/or the President as follows:

A. Approval by a Chancellor. Under the Louisiana Code of Governmental Ethics, certain outside employment requires review and approval by the Chancellor and may be approved only for academic, administrative and professional employees.

Outside employment that requires approval by a Chancellor includes:

a. Outside employment with an individual or entity currently doing or actively seeking to do business with the employee’s unit within the LCTCS or under circumstances in which the employee is collaborating with, or on special assignment to, a unit within the LCTCS with which the entity is doing or is actively seeking to do business.

b. Outside employment involving teaching that will result in LCTCS institution credit for the students, which will be conducted on LCTCS time or which will utilize LCTCS property or services.

c. Outside employment that ordinarily would be performed as part of the public service aspect of the LCTCS and/or an LCTCS institution insofar as that employee’s job duties and responsibilities are concerned.

d. Outside employment yielding results that advance a theory of practice in the employee’s field.

e. Outside employment activity that could be accomplished more appropriately by a contract through the LCTCS and/or an LCTCS institution. This activity shall be the subject of a University contract unless it is not feasible or practical to do so.

f. Outside employment activity for an individual or entity that has substantial economic interests which may be materially affected by the way in which the employee performs his or her duties and responsibilities as an LCTCS employee.

If such proposed outside employment is with a third party that is contracting with or is seeking to contract with the LCTCS and/or an affected LCTCS institution, the faculty or staff member shall remove himself or herself from any relationship in which he or she would:

a. Approve payments by the LCTCS and/or an LCTCS institution to the third party pursuant to any contract between the LCTCS and/or the LCTCS institution and the third party.

b. Evaluate any work performed by the LCTCS and the LCTCS institution pursuant to a contract between the LCTCS and/or an LCTCS institution and the third party.

c. Negotiate and/or approve any subsequent contracts between the LCTCS and/or the LCTCS institution.

d. Approve the purchase of LCTCS equipment pursuant to the contract with the third party in an amount in excess of $2,000.00.

The above actions must be carried out on an annual basis, as applicable, by the faculty or staff member’s immediate supervisor and that approving supervisor’s next immediate supervisor.

Outside employment requiring the approval of a Chancellor also requires a written agreement between the employee and the outside entity that shall contain the following explicit information:

a. General technical or specialized area of endeavor.

b. Specific employment or consulting activities.

c. Duration of employment agreement.

d. Estimated time in hours per week or days per month required for the employment.

e. Employee’s compensation rate and method of payment.

f. Statement that agreement is between employee and outside entity, that employee is not acting as an agent of the LCTCS and/or an LCTCS institution and that the LCTCS and the affected institution bears no liability in the relationship.

g. Statement that the use of the LCTCS and/or the LCTCS institution’s name in connection with the employment activities shall be only upon written authorization of the LCTCS and/or the LCTCS institution.

The outside entity and the employee shall negotiate and draft an agreement meeting all of the requirements herein. If the contract involves trade secrets and commercial or financial information obtained from the outside employer such information may be removed from the agreement before its submission for administrative review.

For such agreements, a Chancellor must certify to the following prior to the execution of any contract approved pursuant to this policy:

a. The outside employment activities are not within the employee’s duties and responsibilities to the LCTCS and/or the affected LCTCS institution for which the employee is being compensated by the LCTCS and/or the affected LCTCS institution.

b. The outside employment activities do not conflict, delay or in any manner interfere with instructional, scholarly and/or other services that the employee is obligated to perform for the LCTCS and/or the affected LCTCS institution.

c. The consulting activities to be performed are within the academic or professional discipline of the employee or are related to the area of expertise in which the employee is employed by the LCTCS and/or the affected LCTCS institution.

Following approval and execution, the appropriate Chancellor shall receive a copy of the executed agreement. Copies of approval forms, certifications and the executed agreement shall be kept in a permanent file by the Chancellor or his designee until at least three years beyond the expiration of the agreement.

B. Approval by the President. The following types of outside employment require review and approval by the President in addition to campus approval:

Outside employment involving public policy.

Outside employment of a Chancellor.

Outside employment or contracts by employees for professional, personal, consulting and social services with a department, commission, council, board, office, bureau, committee, institution, agency, government, corporation, or any other establishment of the Executive Branch of the State of Louisiana.

C. Approval by Chancellor or Designated Administrative Officer. All other outside employment may be approved through normal administrative channels by the Chancellor or by a campus administrative officer designated by the Chancellor.

D. Joint Appointments. If the outside employment involves employees from more than one department or campus, or if it involves an employee holding joint appointments, action by the appropriate administrative officers of the affected campuses is required.

Use of LCTCS Equipment, Materials and Services

The appropriate campus administrators, including chairs, directors, deans and vice chancellors, are responsible for determining the circumstances under which LCTCS and/or LCTCS institutions personnel, laboratories, services and equipment may be used in connection with outside employment of LCTCS employees.

When LCTCS owned facilities, equipment or other resources are needed or required for any reason, a contract between the LCTCS and/or the affected LCTCS institution and the private third party may be executed separately. Compensation to the LCTCS and/or the affected LCTCS institution must be paid at the fair market rate or, if different, at the same rate that such services, facilities, equipment or technology would be available to any qualified non LCTCS user.

Procedures

The attached written procedures and approval forms, necessary to provide for compliance with this policy, shall be completed by the requesting faculty or staff members and submitted such to the Chancellor or President for review and approval. Each situation should be evaluated on its own merits, facts and circumstances and with consideration as to whether previous requests have been approved or denied relative to that employee or to other employees similarly situated. (See Appendix F)

Reporting Requirements

An employee is required to report outside employment, as applicable under the policy, on an annual basis.

Annually, the Chancellor shall prepare an information report listing all outside employment approved by the Chancellor and currently in force under this policy and any other details which may be requested. Copies of this report shall be sent to the President of the System and to the Board of Supervisors.

Code of Ethics Requirement

Compliance with the provisions of this policy is required by the Louisiana Code of Governmental Ethics (“Ethics Code”) and the laws related to Dual Officeholding and Dual Employment. Violation of this policy may result in a violation of the Ethics Code and penalties applicable thereto and/or the laws related to Dual Officeholding and Dual Employment and/or appropriate sanctions by the LCTCS. All employees, both full-time and part-time, are reminded that they are subject to the Ethics Code and the laws related to Dual Officeholding and Dual Employment.

6.029 Code of Conduct

6.030 Faculty Workload

Original Adoption: January 9, 2025
Effective Date: January 9, 2025
Last Revision: January 9, 2025

Purpose

The purpose of this policy is to establish faculty workload policies and procedures at Northwest Louisiana Technical Community College in alignment with the Louisiana Community and Technical College System (LCTCS) guidelines. Additionally, this policy ensures the development, approval, and maintenance of detailed job descriptions for all faculty classifications employed at the institution.

Definition of Faculty

In this policy, faculty are defined as both full-time and part-time instructors who teach in credit-bearing programs. The primary responsibilities of faculty will align with the specific job descriptions outlined for each classification.

Faculty Workload

Faculty workload at Northwest Louisiana Technical Community College will be assigned fairly in alignment with the practices across the Louisiana Community and Technical College System (LCTCS). Key components of faculty workload include, but are not limited to, teaching, lesson preparation, grading, advising students, participating in institutional committees, engaging in professional development, student recruitment efforts, accreditation-related activities, developing innovative instructional methods, and attending graduation ceremonies. Faculty responsibilities and workload are defined by the faculty contract and position description and are reviewed and discussed as part of the annual performance, planning, and evaluation process. Workload distribution may vary among faculty and divisions, depending on the specific needs of programs, disciplines, and locations. As stipulated in LCTCS Policy #6.003, all colleges within the LCTCS must ensure that full-time faculty workload equals a minimum of 40 hours per week.

Teaching Load

The teaching load represents the portion of a faculty member's workload dedicated to delivering instruction during a semester, academic year, or contractual period. At Northwest Louisiana Technical Community College, faculty teaching loads during the academic year may include various combinations of on-campus, off-campus, day, evening, online, and weekend classes, depending on the needs of the college. For full-time faculty, the standard teaching load is fifteen (15) credit hours per semester for the fall and spring semesters of the academic year. Twelve-month faculty members may also have a teaching load of up to ten (10) credit hours during the summer semester.

The maximum number of instructional contact hours per week for full-time teaching faculty shall not exceed thirty (30). For faculty teaching courses with significant laboratory or clinical components or low enrollment, teaching load equivalents may be calculated in accordance with local college policies. Faculty may also be assigned overload duties for additional compensation at rates determined by the chancellor. These overload assignments may include teaching credit or non-credit courses. Faculty members retain the option to decline overload assignments without impact on their records with the Louisiana Community and Technical College System.

The workload for part-time faculty shall not exceed 29 hours per week, in accordance with the requirements of the Affordable Care Act, which equates to 72.5% of a full-time faculty workload. Over the course of a fiscal year, this translates to a teaching assignment of no more than 28 credit hours, including the fall, spring, and summer terms. Workload allocation will be determined through discussions between the faculty member and the Program Dean, with final approval granted by the Vice Chancellor of Academics, Student Affairs, and Workforce.

Overload Assignments for Full-time Faculty

Overload assignments for full-time faculty at Northwest Louisiana Technical Community College will be limited to those responsibilities that clearly exceed the duties and expectations of a full-time faculty member. The Vice Chancellor of Academics, Student Affairs, and Workforce is responsible for evaluating the budgetary implications of any proposed overload and determining, in consultation with the faculty member, the division dean, or other appropriate administrative officer, whether an instructional assignment qualifies as exceeding the normal scope of a full-time faculty member's duties.

Faculty members who have been granted release time from one or more courses to undertake additional duties may be compensated for an overload instructional assignment if it is determined to go beyond the standard requirements of full-time faculty.

Teaching assignments for full-time faculty will not exceed 21 credit hours or the equivalent per semester. However, in extenuating circumstances, the Vice Chancellor of Academics, Student Affairs, and Workforce may approve a teaching assignment that exceeds the 21-credit hour limit.

Policy Reference: LCTCS Policy #6.044

6.031 Educational Assistance

Original Adoption: July 1, 2014
Effective Date: September 18, 2025
Last Revision Date: February 4, 2025
Cancellation:
Functional Division: Human Resources

Policy 6.031

Educational Assistance

PURPOSE

Northwest Louisiana Technical Community College (NLTCC) is committed to employing highly qualified and educated faculty and staff. This policy includes three separate educational assistance programs available. The policy will be implemented based on the Chancellor’s discretion factoring in the financial circumstances of the college.

SCOPE

Definition of Full-time Employee: An employee working 40 hours a week or 80 hours in a pay period; or faculty placed under contract to a permanent position for a period encompassing most or all of the entire academic year (i.e. faculty contracts or appointments of not less than 9-months).

POLICY

TUITION WAIVER – For an LCTCS Institution

Eligibility: Full-time employee that has worked for at least one-year in a full time, permanent position for a period full year or the entire academic year. (i.e. Faculty = 9 months)

Institutions Covered: LCTCS Board Office and all LCTCS Colleges, per established Board or college policies

Approval Requirement: The employee’s supervisor and the college Chancellor. Approval is required prior to the start of class. The Chancellor may waive the one-year employment requirement due to documented special circumstances deemed appropriate. Exceptions shall be justified, documented, and kept on file at the college.

Benefit: Waiver of tuition for job-related undergraduate courses.

Fees (Non-Tuition): All LCTCS system-mandated fees and fees required to be paid by statute shall be paid by the employee. These required fees include, but are not limited to, Academic Excellence, Technology, Operational, Building Use and Enterprise Resource Planning (ERP) fees, or any new fee(s) added to a college’s fee schedule that is mandated to be paid by the student.

Enrollment Limit: Employees may take up to six (6) credit hours per semester (or the equivalent under the quarter system).

Enrollment Requirement: Enrollment in the tuition waiver program may occur only after the selected class has officially made and only if there is an available slot in the class. The employee must meet any prerequisite course requirements. An approved administrator at each institution shall certify space availability and that the class has made after the institution’s deadline for student schedule changes.

Continuation Requirement: Continued participation in this tuition waiver program will be based upon making satisfactory progress as determined by the employee’s supervisor. Satisfactory progress includes, but is not limited to, completion of the course with a passing grade.

Exclusions: Please note that the provisions of the tuition waiver program do not apply to self-supported programs.

TUITION REDUCTION – For LCTCS Institutions

Eligibility: Full-time LCTCS employees (active or retired) and children, dependents, and spouses of employees (active or retired), or the children, dependents, and spouses of employees who have died while in the service of the LCTCS.

NOTE: The intent is to allow even new employees a reduction benefit while waiting to be eligible for the two other options available to full time employees.

The following conditions apply for a child, dependent, or spouse to qualify:

• ACTIVE WORKING EMPLOYEE: The employee must be employed in a full-time, permanent position at an LCTCS institution or System Office.

• DECEASED EMPLOYEE: The employee must have been employed in a full-time permanent position at an LCTCS institution or System Office at the time of employee’s death.

• RETIRED EMPLOYEE: The employee must have been consecutively employed in a full-time permanent position for at least five years at an LCTCS institution or System Office upon the employee’s retirement.

The following conditions apply to a full-time employee (active or retired) or full-time employee’s (active or retired) child, dependent, and spouse:

• Persons who qualify as the employee’s (active or retired) dependent or spouse will be limited to those who are eligible according to the Internal Revenue Tax Code. Sources of verification that may be considered include, but are not limited to, marriage license, birth certificates, and the Federal Student Aid Application.

• For purposes of this policy, an eligible child is a child of a qualifying employee (active or retired) who is under the age of 26, whether or not they qualify as a dependent under the IRS Tax Code.

• Employees (active or retired) and children, dependents, and spouses of employees (active or retired) must meet all admission and prerequisite course requirements. The reduced tuition shall not be less than $25.00 per credit hour.

• Employees (active or retired) and children, dependents, and spouses of employees (active or retired) shall be assessed all fees and surcharges.

Institutions Covered: LCTCS Board Office and all LCTCS Colleges, per established Board or college policies.

Approval Requirement: The college Chancellor or their designee. Approval is required prior to the start of class. If the full-time employee is the student, then supervisor approval is required.

The full-time employee’s (active or retired) child, dependent, or spouse electing to attend an LCTCS institution other than the employee’s (active or retired) home institution requires the joint approval of the home institution’s Chancellor (or designee) and the Chancellor (or designee) of the host institution and are subject to the host institution policies.

Full-time employees (active or retired) and children, dependents, or spouses of qualifying System Office staff may enroll at any System institution with the joint approval of the LCTCS President (or designee) and the Chancellor (or designee) of the host institution.

Benefit: Tuition reduction for full-time employees (active or retired) and their children, dependents, or spouse.

Enrollment Limit: Active full-time employees may take up to six (6) credit hours per semester (or the equivalent under other than regular semester systems). There is no such limit for children, dependents, or spouses.

Enrollment Requirement: Enrollment in the tuition reduction program may occur only after the selected class has officially made and only if there is an available slot in the class. The person enrolled (i.e., employee or their children, dependents, or spouse) must meet any prerequisite course requirements. An approved administrator at each institution shall certify space availability and that the class has made after the institution’s deadline for student schedule changes.

Continuation Requirement for Active Employees: Continued participation in this tuition reduction program will be based upon making satisfactory progress as determined by the employee’s supervisor. Satisfactory progress includes, but is not limited to, completion of the course with a passing grade.

Exclusions: Please note that the provisions of the tuition reduction program do not apply to self-supported programs.

TUITION REIMBURSEMENT – For Non-LCTCS Institution

Eligibility: Full-time employee that has worked at least one-year in a full time, permanent position for a period full year or the entire academic year. (i.e. Faculty = 9 months)

Institutions Covered: All academic courses must be taken at a public college or university that is a regionally accredited institution. The Appointing Authority may approve of an exception to the public college or university when it is in the best interest of the college.

Approval Requirement: The employee’s supervisor and the college Chancellor or their designee. Approval is required prior to the start of class. The Chancellor, as applicable, may approve a policy exception if it is in the best interest of the college and/or LCTCS. Exceptions shall be justified, documented, and kept on file at the college or Board Office.

Benefit: Reimbursement of the costs of approved job-related educational courses, professional certifications or licenses, or the acquisition of a degree. Such reimbursement consists of tuition and applicable mandatory attendance fees.

Reimbursement Process: NLTCC will use the following procedures when reimbursing employees upon completion of appropriate courses:

• Employees pay the required tuition and applicable mandatory fees initially and are reimbursed for the costs when the course(s) are completed, and appropriate documentation is submitted.

• To be eligible for reimbursement, the course(s) must be completed satisfactorily with a grade of “C” or better, or “Pass” if a Pass/Fail course.

• The employee must produce documented proof of successful completion of the course(s) before reimbursement.

• This benefit does not cover fees or financial penalties associated with a dropped course, a course from which the student withdraws, or other types of financial penalties due to failure by the student to meet set deadlines.

Enrollment Limit: Employees may take up to six (6) credit hours per semester (or the equivalent under other than regular semester systems).

Enrollment Requirements: Approved job-related educational courses, professional certifications or licenses, or the acquisition of a degree.

Continuation of Employment Requirement: Any employee receiving tuition reimbursement will be required to sign an employment continuation agreement. When the tuition reimbursement payment is made, the employee will be required to sign an agreement to remain an employee of LCTCS for at least two months from the date of receipt (of the reimbursement payment) for each credit hour reimbursed. (For example, if 6 credit hours are taken, a continuation agreement of 12 months will be required.) If the employee separates from LCTCS prior to the end of the continuation period, the amount due back to the employer will be pro-rated.

College Agreements: To the extent possible in implementing this policy, LCTCS colleges should maximize the use of any available tuition/fee agreements with other four-year universities or colleges in providing discounted tuition or fee rates for employees attending these institutions.

NOTE: Employees taking courses at a Louisiana college or university are encouraged to first consider using the Tuition Waiver option outlined in the previous section of this policy before requesting tuition assistance under this reimbursement option.

EDUCATIONAL LEAVE

Educational leave up to 3 hours per week may be granted per LCTCS Policy #6.003, Leave for Unclassified Employees for job-related coursework.

NLTCC can determine by policy whether to offer educational leave for a chosen course if it is taken during the employees’ workday. However, employees are encouraged to schedule courses with minimal disruption to their regular work schedule by taking courses outside of regular work hours, online, or making up work hours missed with the supervisor’s approval. In all such situations, the employee’s taking of a course should not adversely affect department services.

NOTE: This policy has been rewritten to include the following previous policies:

Policy #6.005 Tuition Exemption Continuing Education
Policy #6.024 Tuitional Assistance for Full Time Employees
Policy #6.025 Employee (Active or Retired), Child or Dependent, and Spouse Tuition Reduction

Review Process: Provide/edit example table below to document review process and all reviewing entities.

Reviewing Council/Entity | Review Date | Effective Date | Notes

Human Resources | 4/2/25 | |
Chancellor’s Executive Cabinet | 8/18/25 | 8/18/25 |
Policy Review Committee | 5/21/25 | |

Policy Reference: LCTCS Policy 6.037

Forms Referenced: NLTCC Employee Tuition Reduction Form 6.031a

Distribution: Distributed Electronically via College’s website
Hard Copy Distributed to Chancellor’s Assistant

6.031a NLTCC Employee Tuition Reduction Form

NLTCC Disclosure of Outside Employment

Americans with Disabilities Act (ADA) - Internal

Original Adoption: September 26, 2022
Effective Date: September 26, 2022
Last Revision: July 5, 2023

I. POLICY

Northwest Louisiana Technical Community College (NLTCC) is fully committed to ensuring compliance with the requirements of the Americans with Disabilities Act and its Amending Act of 2008 (collectively ADA) to include:

• Title I: Prohibits discrimination against qualified individuals with disabilities in all employment practices, including recruitment, hiring, advancement, compensation, fringe benefits, job training and other terms, conditions, and privileges of employment. Upon request, NLTCC shall engage in an interactive process and may approve a reasonable accommodation, unless the Requestor is not a qualified individual; doing so poses an undue hardship to the agency; or poses a direct threat to the health or safety of the individual with a disability or others.

• Title II: Ensures qualified individuals with disabilities have equal access to the full range of programs, services, activities, and facilities of the agency. Upon request, NLTCC may provide a reasonable accommodation, unless the Requester is not a qualified individual; doing so would fundamentally alter the nature of the agency's service, program, or activity; or poses a direct threat to the health or safety of the individual with a disability or others.

II. PURPOSE

The purpose of this policy is to outline NLTCC standards and procedures for purposes of ADA compliance.

III. APPLICABILITY

This policy applies to all NLTCC employees, applicants for employment, and members of the general public that receive services from NLTCC.

IV. DEFINITIONS

A. Disability: Under the ADA, an individual with a disability is a person who:

Has a physical or mental impairment that substantially limits one or more major life activities;

Has a record of such impairment; or

Is regarded as having such impairment as described in item #1 above.

B. Impairment: Any physiological, mental, or psychological disorder or condition, including those that are episodic or in remission, that substantially limits one or more major life activities when active.

C. Substantially Limits: An impairment that prevents the ability of an individual to perform one or more major life activities as compared to most people in the general population when taking into consideration factors such as the nature, severity, duration and long-term impact of the condition. Such consideration must be regardless of any mitigating measures such as modifications, auxiliary aids, or medications used to lessen the effects of the condition (except for use of ordinary eyeglasses or contact lenses).

D. Major Life Activities:

Generally, caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, sitting, reaching, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, interacting with others and working; and

The operation of a major bodily function, including functions of the immune system, special sense organs and skin; normal cell growth; and digestive, genitourinary, bowel, bladder, neurological, brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic, musculoskeletal and reproductive functions. The operation of a major bodily function includes the operation of an individual organ within a body system.

E. Essential Functions: The fundamental and primary job duties of a position. Considerations in determining whether a function is essential include such factors as the written job description; whether the reason the position exists is to perform that function; the limited number of employees available to perform that function; and the degree of expertise required to perform the function.

F. Qualified Individual:

Under Title I, an individual with a disability who meets the requisite skill, experience, and education requirements for the position and who can perform the essential functions of the position held or applied for, with or without reasonable accommodation(s).

Under Title II, an individual with a disability who meets the essential eligibility requirements for the receipt of services or the participation in programs or activities provided by NLTCC, with or without reasonable accommodation(s).

G. Reasonable Accommodations:

Under Title I, a modification or adjustment to the work environment that will enable a qualified individual with a disability to:

a. Participate in the testing, application and/or interview process;

b. Perform the essential functions of the job; or

c. Provide equal opportunity to the benefits and privileges of employment.

Under Title II, a modification that permits an individual with a disability to effectively communicate with NLTCC and/or ensure equal opportunity relative to NLTCC’s programs, services, activities, and facilities.

H. Undue Hardship: An accommodation that would be unduly costly, extensive, substantial or disruptive, considering factors such as the size of the agency, the resources available and the nature of the agency's business operations.

I. Direct Threat: A significant risk of substantial harm to the health or safety of an individual with a disability or others that cannot be eliminated or reduced by reasonable accommodation.

J. ADA Coordinator: The NLTCC representative responsible for facilitating the interactive, evaluation process relative to any request for accommodation, whose name and contact information is provided below.

Name: Amber Saunders
Section: Northwest Louisiana Technical Community College
Address: 9500 Industrial Drive, Minden, LA 71055
Phone #: 318-371-3035
Email: [email protected]

V. PROCEDURES FOR REQUESTING A REASONABLE ACCOMMODATION

It is the responsibility of the qualified individual with a disability to request a reasonable accommodation(s) when needed. To do so, the individual:

May initiate a request either verbally or in writing. If in writing, the qualified individual with a disability should complete the Request for Accommodation Form. If the individual needs assistance to complete the request form, NLTCC HR will provide such assistance;

Must submit the request to the appropriate person for the nature of the accommodation requested (as further explained below); and

Must timely and cooperatively participate in the interactive process (as further described therein).

If the accommodation request is from an NLTCC employee, they may be required, as part of the interactive process, to provide the ADA Coordinator with medical documentation from their health care provider describing the nature of the disability and the functional limitations.

A. Employment (Title I)

Application/Testing Process

A qualified individual with a disability may address an accommodation request relative to the application and/or testing process to the following, dependent upon the Job Type indicated on the vacancy announcement:

a. For Classified Jobs: Contact State Civil Service, Testing and Recruiting Office at (225) 925-1911. For more information regarding accommodations, applicants may go to
https: //jobs.civilservice.louisiana.gov /Testlnformation/Accommodations.aspx.

b. For Unclassified Jobs: Contact the NLTCC representative identified in the vacancy announcement for the job being sought. The NLTCC representative shall notify and collaborate with the ADA Coordinator to address the accommodation request.

Interview Process

If contacted for an interview, a qualified individual with a disability should notify the hiring manager at that time if an accommodation is needed to participate in the interview and, if so, the nature of the accommodation. The hiring manager shall notify and collaborate with the ADA Coordinator to address the accommodation request.

Performance of Essential Functions

A qualified individual with a disability may address an accommodation request related to the performance of the essential functions of a job to the following:

a. If needed prior to or at the time of hire for a position, the accommodation request should be submitted to the person with whom the individual interviewed.

b. If employed by NLTCC and needed for the current job held, the accommodation request should be addressed to the immediate supervisor.

The interviewer or immediate supervisor shall notify and collaborate with the ADA Coordinator to address the accommodation request. Such requests must include the duties the individual is unable to perform, and the accommodation(s) requested. Such accommodations may include job restructuring, use of accrued paid leave (or once exhausted, unpaid leave), modified or part-time work schedules, acquiring equipment or reassignment.

Benefits and Privileges of Employment

An employee seeking an accommodation related to the benefits and/or privileges associated with employment should notify the immediate supervisor. The immediate supervisor shall notify and collaborate with the ADA Coordinator to address the accommodation request. Such requests should include the benefits and/or privileges of employment in which the individual is unable to participate and the accommodation requested. Such accommodations may include restructuring work areas, lunchrooms, break rooms, training rooms and restrooms to make them available and accessible to all employees.

NOTE: Guidelines that govern facility standards are based on the date of original construction. Additional guidelines may apply when renovations or alterations are undertaken. NLTCC shall coordinate construction and renovation in conjunction with appropriate state departments, as well as building code, regulatory and leasing entities, as applicable.

Pregnancy, Childbirth or Related Medical Condition

In accordance with La. R.S. 23:341-342, an applicant or employee with limitations arising from pregnancy, childbirth or related medical conditions may request an accommodation to the immediate supervisor. The immediate supervisor shall notify and collaborate with the ADA Coordinator to address the accommodation request. Such accommodations may include but are not limited to: providing more frequent, compensated break periods; providing a private place, other than a bathroom stall, for purposes of expressing breast milk; modifying food or drink policy; and other accommodations that permit the individual to reduce or eliminate the need for leave.

NOTE: Accommodation requests and information collected during the associated interactive process shall be limited to only those individuals with a business need-to-know.

B. Effective Communication (Title II)

A qualified individual with a speech, hearing or vision impairment may request an accommodation to the ADA Coordinator and shall be furnished with appropriate auxiliary aids and services so that the individual can participate equally in the NLTCC Office's programs, services, and activities. Such auxiliary aids may include qualified sign language interpreters, documents in Braille and other ways of making information and communication accessible. Anyone who requires an auxiliary aid or service for effective communication should contact the ADA Coordinator as soon as possible but no later than 48 hours before the scheduled event.

C. Modifications to Policies, Procedures, or Facilities (Title II)

A qualified individual with a disability seeking modifications to policies, procedures, or facilities for equal opportunity to enjoy NLTCC programs, services and activities should contact the ADA Coordinator. Such requests should include the specific program, service or facility that the individual is unable to access and the accommodation(s) requested.

VI. INTERACTIVE PROCESS -EVALUATION OF ACCOMMODATION REQUESTS

Upon receipt, the individual to whom an accommodation request was submitted must immediately notify the ADA Coordinator. The ADA Coordinator shall:

Document the request, if not submitted in writing by the Requestor, on the Request for Accommodation Form;

Notify the Requester, if they are a current NLTCC employee, whether a completed Medical Inquiry Form from a health care provider is required;

Engage in an interactive process involving consultation with the Requestor, the treating physician (if applicable) and agency management;

Confer with the Louisiana Rehabilitation Services and/or Job Accommodation Network (JAN), as deemed appropriate, to help evaluate the availability of accommodation options and resources related thereto;

Where appropriate, discuss any alternative, equally effective accommodations with the Requestor;

Recommend to, and secure approval from, the Appointing Authority as to the final determination of the accommodation request; and

Notify the Requestor, in writing, of the final determination, including information regarding the internal grievance procedure.

Individuals with disabilities are encouraged to suggest accommodations based upon their own life and/or work experiences. Such requested accommodations will be duly considered. Nonetheless, NLTCC reserves the right to select an equally effective accommodation that may be less expensive or impactful on business operations. All accommodation requests will be evaluated thoroughly and objectively on a case-by-case basis.

VII. INTERNAL COMPLAINT PROCEDURE

The following internal grievance procedures are available to individuals with disabilities for resolution of complaints regarding the disposition of an accommodation request or asserting any action that would be prohibited by the ADA:

A. Employees: NLTCC employees may file an internal grievance in accordance with NLTCC Policy #6.004, Grievance and Complaint Procedure and elevate the complaint directly to Step 3.

B. Applicants or General Public: Complaints regarding the application / testing / interview process or accessibility of a program, service or activity of NLTCC may be addressed to Melanie Sotak, Vice Chancellor of Finance and Administration, by writing to: 9500 Industrial Drive, Minden, LA 71055, emailing [email protected] or calling 318-371-3035.

VIII. PROTECTIONS

No individual shall be discriminated or retaliated against, coerced, intimidated, threatened, harassed or interfered with for:

Making an accommodation request;

Opposing any act or practice made unlawful by the ADA;

Filing a charge, testifying, assisting or otherwise participating in an investigation, proceeding or hearing to enforce any provision of the ADA;

Aiding or encouraging another individual in the exercise of any right granted or protected by the ADA; or

Having a family, business, social or other relationship or association with an individual with a known disability.

IX. PUBLIC NOTICE

To ensure accessibility by all interested persons, this policy shall be made available on NLTCC's public website located at https://www.NLTCC.edu/ as well as a notice posted conspicuously for access by the public in each of NLTCC's facilities.

X. DOCUMENTATION

Forms associated with this policy are available at https://www.NLTCC.edu/ or by request to the ADA Coordinator.

Request for Accommodation Form

Medical Inquiry Form

XI. CONFIDENTIALITY

All documentation obtained as part of an accommodation request, including medical and other relevant information, shall be maintained as confidential records, separate from the employee's personnel file, and subject to disclosure only as allowed by law or with the individual's permission.

XII. ADDITIONAL RESOURCES

For additional resources, individuals with disabilities may contact Rikki Nicole David, State ADA Coordinator, at [email protected] or (225) 342-1243.

Individuals may also contact or file a complaint with the following:

• U.S. Equal Employment Opportunity Commission (EEOC) pursuant to Title I (29 CFR § 1630.1 - 1630.16) at 1-800-669-4000, 1-800-669-6820 (TTY for Deaf/Hard of Hearing callers only) or 1-844-234-5122 (ASL Video Phone for Deaf/Hard of Hearing callers only).

• Louisiana Commission on Human Rights pursuant to La. R.S. 23:323 et seq at 225-342-6969; or

• U.S. Department of Justice (DOJ), Civil Rights Division, pursuant to Title II (28 CFR § 35.101 - 35.190) at 202-514-3847 or 202-514-0716 (TTY for Deaf /Hard of Hearing callers only).

Be advised that strict time limitations apply for filing complaints with these governmental agencies.