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New Hire Orientation

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Title: New Hire Orientation


1
New Hire Orientation
  • Louisiana Technical CollegeRegion 9

2
Topics of Discussion
  • Welcome
  • Region 9 Organization
  • Brief Overview
  • Safety Trainings
  • Safety Rules
  • ADA
  • Violence in the Workplace
  • Harassment
  • Drug-Free Workplace
  • Return to Work
  • Drivers Safety Compliance
  • HR Training
  • FMLA
  • Outside Employment Disclosure

3
Region 9 Organization
  • For over 75 years, LTC Region 9 campuses have
    served the various education needs of the
    residents of Ascension, St. Helena, Tangipahoa,
    Washington, and surrounding parishes. House Bill
    505, which became ACT 506 of the 2005 Regular
    Legislative Session, required reorganization of
    the Louisiana Technical College (LTC). The ACT
    outlines a study for the reorganization plan and
    establishes a March 2006 deadline for its
    implementation. Because of the Systems strong
    commitment to technical education and the
    important role that its plays in building a
    strong economic for the State, at the July 13,
    2005 meeting of the Board, Kathy Sellers Johnson,
    Chair of the Louisiana Community and Technical
    College System (LCTCS) Board of Supervisors,
    formally appointed the LTC Ad-Hoc Committee. The
    LTC Ad-Hoc Committee was established to review
    and evaluate the organizational structure of the
    Louisiana Technical College (LTC). In accordance
    with Legislative Act 506, LTC Region 9 emerged
    June 1, 2006 under the direction of Regional
    Director William S. Wainwright who also serves as
    Dean of the Sullivan Main Campus and supervises
    campus administrators at the Ascension, Florida
    Parishes, and Hammond Area Branch Campuses.

4
Region 9 Organization
5
A MESSAGE FROM THE REGIONAL DIRECTOR
  • July 1, 2006 serves a milestone for Louisiana
    Technical College Region 9. Continued dedication
    to quality technical training, the rebuild of the
    gulf coast region, and building communities of
    practice will continue to serve as strategic
    priorities. Successful partnerships with
    business and industry, post-secondary and
    secondary institutions, and local communities
    will serve as a road map to ensure the success of
    our region. I appreciate your continued support
    as we deliver quality training programs that meet
    the needs of the workforce for the 21st century.

6
Mission
  • The mission of Region 9 is to provide relevant
    technical and academic education needed by
    individuals to make informed and meaningful
    occupational choices, to train and re-train
    individuals to qualify for employment in existing
    or potential occupational fields, and to mesh in
    a system of articulation with secondary and
    postsecondary technical colleges/higher education
    institutions to continue training and to upgrade
    skills and education credentials of the workforce.

7
Objectives
  • Louisiana Technical College Region 9 accomplishes
    its basic function and strives to attain its
    major concepts through achievement of the
    following primary objectives
  • To provide students with educational experiences
    which will help them to be responsible,
    self-directing individuals.
  • To present programs that convey
    occupational-related information to enable
    individuals to develop occupational skills,
    positive attitudes, and effective safety habits.
  • To provide a learning-work environment which
    encourages the practice of effective safety
    habits.
  • To maintain relationships with area business and
    industrial communities for mutual growth by
    exploring together needs, methods, and
    technology.

8
Governing Board
  • The Board of Supervisors of the Louisiana
    Community and Technical College System (LCTCS) is
    the clearly defined, legally constituted
    governing board for the college. The LCTCS Board
    was established in the state constitution after a
    vote of the citizens of the state. Senate Bill
    Number 1, a joint resolution, and Senate Bill
    Number 2 of the First Extraordinary Session of
    1998, which called for the amendments to the
    state constitution, set the effective date for
    the Board as July 1, 1999, and also list the
    changes which were made to the constitution and
    the Revised Statutes (RS) in order to set up the
    Board. LCTCS is composed of two divisions, the
    vocational-technical division (Louisiana
    Technical Colleges LTC) and the Community
    College division. The powers and duties of the
    LCTCS Board are established in the Louisiana
    constitution in Chapter 8, Section 7.1. The
    LCTCS Board operates under the Board of Regents,
    which oversees all public postsecondary
    education. The Board of Regents for Higher
    Education is established by the Louisiana
    constitution in Chapter 8, Section 5.
  • The LCTCS Board is composed of fifteen (15)
    members appointed by the Governor plus two (2)
    additional student members. The current members
    of the LCTCS Board can be found at the website
    http//www.lctcs.edu .

9
ACCREDITATION
  • Louisiana Technical College Region 9 campuses are
    accredited by the Accrediting Commission of the
    Council on Occupational Education (COE). Address
    of the COE
  • Gary Puckett, Executive Director
  • Council on Occupational Education
  • 41 Perimeter Center East, NE, Suite 640
  • Atlanta, GA 30346
  • PH (770) 396-3898 or (800) 917-2081
  • FX (770) 396-3790
  • Website www.council.org

10
SERVICE AREA OF REGION 9
  • The Louisiana Technical College System is a
    statewide technical and vocational education
    system composed of eight (8) regions with forty
    (40) college campuses consisting of a
    multicultural population encompassing much
    diversification in the ideas, traditions, values,
    skills, and arts.
  • Region 9 campuses serve residents of Ascension,
    St. Helena, Tangipahoa, Washington, and
    surrounding parishes.

11
PERFORMANCE STANDARDS
  • Louisiana Technical College- Region 9 has made a
    commitment to students and to the community to
    provide the best service possible. In order to
    achieve this goal, the College has established
    certain standards that should help employees meet
    this commitment. Each employee of LTC- Region 9
    is expected to display a sense of professionalism
    and a feeling of loyalty to the College at all
    times. The responsibility for developing in
    students desirable attitudes and character
    traits, and developing their occupational skills
    and work habits, is incorporated into the
    Colleges mission therefore, it behooves every
    employee to make an earnest effort to instill in
    students the lessons that good public relations,
    loyalty to ones employer and cooperation with
    ones coworkers are character traits of the
    utmost importance in all fields of employment.
    While employed with the College, an employee
    should follow these guidelines. When an employee
    fails to meet these guidelines, a supervisor may
    choose to take disciplinary action. The
    guidelines should not be construed as complete
    and the employee should understand that
    additional standards may be expected.

12
Schedules
  • Work Schedule
  • All employees, classified and unclassified, shall
    maintain a work schedule approved by campus
    administration.
  • Instructors will utilize the time before and
    after classes in preparation for the next days
    instruction and/or other duties essential to the
    daily operation of the College and their
    respective programs.
  • Flexible Time
  • From time to time it may be in the best interest
    of the College for an employee to work hours that
    are different from the established work week. In
    these instances, flexible time arrangements may
    be negotiated on a case-by-case basis between the
    supervisor and the employee.

13
STANDARDS OF CONDUCT
  • The employees of Louisiana Technical College-
    Region 9 should always conduct themselves in a
    dignified and professional manner and must meet
    the requirements of the LCTCS Code of Conduct
    policy. Behavior which is incompatible with the
    mission and goals of the College will not be
    tolerated.

14
EQUAL OPPORTUNITY STATEMENT
  • In compliance with Title VI, Title XI, and
    Section 504 of the Rehabilitation Act of 1973,
    the Louisiana Technical College Region 9
    campuses uphold the following policy
  • Louisiana Technical College Region 9 campuses
    adhere to the equal opportunity provisions of
    federal civil rights laws and regulations that
    are applicable to this agency. Therefore, no one
    will be discriminated against on the basis of
    race, color, national origin (Title VI of the
    Civil Rights Act of 1964) sex (Title IX of the
    Education Amendments of 1972) disability
    (Section 504 of the Rehabilitation Act of 1973)
    or age (Age Discrimination Act of 1975) in
    attaining educational goals and objectives and in
    the administration of personnel policies and
    procedures. Anyone with questions regarding this
    policy may contact Mr. William S. Wainwright,
    Regional Director, at (985) 732-6640.

15
Payroll
  • In order to receive a payroll check, new LTC
    Region 9 employees must complete and submit the
    appropriate forms to the Office of Human
    Resources. The Office of Human Resources has
    all forms that must be completed by the new
    employee and his/her immediate supervisor in
    order to be paid. These forms include, but are
    not limited to, state and federal tax forms,
    general information forms, applications, and
    employment eligibility forms. It is important
    that the appropriate forms are completed
    thoroughly and correctly in order for new
    employee to be paid properly and in a timely
    fashion.
  • In addition, each employee must sign his/her
    bi-weekly timesheet at the end of each pay period
    in order to be paid.

16
Withholding Taxes
  • Federal
  • Each employee is subject to pay federal
    withholding taxes based on the information
    provided on the Form W-4. Federal tax
    withholdings are taken in accordance with the
    most recent Internal Revenue Service Circular and
    are calculated based on annual earnings. It is
    important that all employees complete a Form W-4
    in order to be paid properly. If a Form W-4 is
    not on file for an employee, the maximum tax
    deduction will be made from the employee's
    payroll check based on the Circular.
  • State
  • Each employee is subject to pay state withholding
    taxes based on the information provided on the
    employee's Form L-4. The Form L-4 indicates the
    number of withholding exemptions and credits
    claimed. State tax withholding is taken in
    accordance with the most recently completed Form
    L-4 on file in the Office of Human Resources.
    State taxes will be withheld at the maximum
    amount allowed if no Form L-4 is on file.
  • FICA
  • If an employee is subject to contribute to the
    FICA (Federal Insurance Compensation Act) system,
    which is the combined current social security tax
    rate and the current Medicare tax rate, the
    employee must pay the current percentage of
    his/her gross taxable wage base up to the current
    salary level established by Congress.
  • Medicare Taxes
  • Employees who qualify for a state retirement plan
    must pay Medicare taxes. There is no limit on
    the wages subject to the Medicare tax, and,
    therefore, all covered wages are subject to the
    current Medicare tax rate.
  • Retirement Contributions
  • Eligible employees are required to enroll in a
    state retirement system. Retirement benefits and
    contribution requirements for LTC Region 9
    employees are mandated by the Teachers'
    Retirement System of Louisiana and the Louisiana
    State Employees' Retirement System (LASERS). The
    percentage contribution of each employee to
    his/her retirement plan is matched with a certain
    percentage by the College. Annually, the
    percentages for the State Retirement Plan,
    Teachers' Retirement Plan, and the Optional
    Retirement Plan (ORP) are set by each plan. For
    more specific information regarding retirement
    contributions, contact the Office of Human
    Resources.

17
Direct Deposit(LCTCS Policy 6.004)
  • Direct deposit of net pay is a fast, safe, proven
    and free service provided to employees by
    organizations.
  • All employees of all entities who are paid
    through the LCTCS Centralized Payroll will be
    required to participate in direct deposit of net
    pay to his/her financial institution.
  • The direct deposit hardship exemption requires
    completion of a Direct Deposit Waiver form and
    submission of such form to the centralized
    payroll office of the LCTCS. Notification of
    approval or denial of such a request will be made
    within seven working days of receipt of the
    Direct Deposit Waiver form. Hardship exemption
    considerations will mirror those put in place by
    the State Division of Administration.
  • NOTE It will take 2 3 pay periods for your
    Direct Deposit to come into effect.

18
PERFORMANCE EVALUATION OF UNCLASSIFIED STAFF
  • Evaluation of all staff members will be performed
    annually by appropriate campus administration
    with assistance of department heads in
    supervisory positions. The evaluation process
    should provide a climate for encouraging each
    employee to reach his/her maximum potential. The
    goal of an evaluation is to ensure fairness and
    equity of performance appraisal through the
    establishment of mutual trust and open
    communication.
  • Implicit in evaluation is the idea that
    expectations are clearly defined, written,
    discussed and agreed upon the individual and the
    supervisor. The ultimate value of evaluation is
    overall improvement of the individual and the
    College. The College has adopted the LCTCS
    Professional/Administrative Evaluation and
    Planning Form for Unclassified Employees Form for
    its annual unclassified evaluation process.

19
PERFORMANCE EVALUATION OF FACULTY
  • PERFORMANCE EVALUATION OF FACULTY
  • The formal evaluation process is composed of
    three parts
  • Self-Evaluation
  • Evaluation by immediate supervisor or department
    head
  • Evaluation by appropriate administrative
    personnel.
  • After all evaluation instruments have been
    completed, a meeting is held with the employee,
    the department head or immediate supervisor when
    applicable, and appropriate campus administration
    to review the evaluation.
  • A rating of Needs Improvement for the overall
    evaluation is used if the employee has met some
    requirements but there are areas where he/she
    needs improvement to meet requirements of the
    position, or where performance fluctuates between
    satisfactory and unsatisfactory. An overall
    rating of Needs Improvement requires that a
    Performance Improvement Plan be established for
    the employee with a follow-up performance
    evaluation required 90 days from the date of the
    Needs Improvement performance rating.
  • Evaluation of all faculty members will be
    performed at the end of each term by students in
    each instructors class. Appropriate campus
    administration will supervise the student
    evaluations and discuss them with the instructors.

20
PERFORMANCE EVALUATION OF CLASSIFIED STAFF
(SERVICE RATINGS)
  • Annual Service Ratings are conducted on all
    permanent classified employees as required by the
    State of Louisiana Civil Service Rules.

21
COLLEGE POLICIES
  • In accordance with the LCTCS Code of Conduct
    policy, employees shall adhere to all federal,
    state, and municipal laws and ordinances. They
    shall also adhere to all college and system
    policies and procedures, as well as other
    guidelines and rules of all regulating agencies
    or entities having jurisdiction over College
    activities.
  • REFERRAL STATEMENT PERTAINING TO NEW POLICIES
    ISSUED BY LCTCS
  • The Louisiana Community and Technical
    College System is undergoing major revisions to
    all of its policies at this time. Louisiana
    Technical College Region 9 is part of this
    System.
  • Due to this constant change, please refer to the
    following websites for current policies
  • LCTCS policies http//www.lctcs.edu/policies.htm
    l.
  • Click on links to departmental sections
  • Academic Student Services eLearning Facilities
  • Finance Human Resources Information Technology
  • LTC Website policies www.ltc.edu/policies
  • Click on links to departmental sections
  • Academics Students Facilities and Property
  • Finance and Budget Human Resources Information
    Technology
  • All faculty and staff are requested to review
    these policies periodically.

22
Trainings
23
Safety Requirements
  • Employees must work safely and efficiently as
    they perform their campus duties. The employees
    responsibilities are as follows
  • Work according to accepted safety practices
  • Report unsafe conditions and practices
  • Observe safety rules and regulations
  • Make safety suggestions
  • Serve on safety committees
  • Ask for assistance or further explanation if a
    task is unclear or seems unsafe.
  • Use the Region 9 Safety Handbook for reference
    and the Louisiana Community and Technical College
    Safety Policies.

24
Safety Rules
  • Smoke only in approved outside areas. All
    facilities of LTC Region 9 are smoke-free
    facilities.
  • Horseplay and fighting will not be tolerated in
    the work place.
  • Possession of unauthorized firearms, alcoholic
    beverages, illegal drugs, or unauthorized
    medically prescribed drugs will not be tolerated
    in the work place. Inform your immediate
    supervisor if you are required to take medication
    during work hours. Written medical evidence
    stating that the medication will not adversely
    affect your decision making or physical ability
    may be required.
  • Before beginning work, notify your supervisor of
    any permanent or temporary impairment that may
    reduce your ability to perform in a safe manner.
  • Use personal protective equipment to protect
    yourself from potential hazards that cannot be
    eliminated.
  • Operate equipment only if you are trained and
    authorized.
  • Inspect the workstation for potential hazards and
    ensure that the equipment or vehicle is in the
    safe operating condition before using it.
  • Immediately report any recognized potentially
    unsafe conditions or act to your lead
    instructor/supervisor.
  • If there is any doubt about the safe work method
    to be used, consult the instructor before
    beginning work.
  • Immediately report accidents, near misses, and
    property damage to an instructor regardless of
    the severity.
  • Instructors should obtain special safety permits
    when required.
  • Follow recommended work procedures outlined for
    the job including safe work methods described in
    the job safety analysis.
  • Maintain an orderly environment and work
    procedure. All tools and equipment are to be
    stored in a designated place. Put scrap and
    waste material in a designated refuse container.
  • Report any smoke, fire, or unusual odors to your
    instructor/supervisor.
  • Use proper lifting techniques. For objects
    exceeding 50 pounds in weight, the instructor
    must determine specific methods for safe lifting.
  • Never attempt to catch a falling object.
  • If your work creates a potential slip or trip
    hazard, use safety tape to tag the area before
    leaving it unattended.
  • Fasten restraint belts before starting any motor
    vehicle.
  • Obey all driver safety instructions.
  • Comply with all traffic signs, signals, markers,
    and persons designated to direct traffic.
  • Know departmental rules regarding first aid,
    evacuation routes, and fire department
    notification.
  • Adhere to departmental rules and procedures
    specific to departmental operations.
  • Assist and cooperate with all safety
    investigations and inspections and assist in
    implementing safety procedures as requested.
  • Employees who do not comply with agency
    safety rules will not be considered desirable for
    employment with the State of Louisiana.

25
Americans with Disabilities Act (ADA)LTC Policy
HR1930.503
  • It is the policy of Louisiana Technical College
    to provide 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 LTC.
  • Pursuant to the ADA Act of 1990, Rehabilitation
    Act of 1973, and other regulated federal and
    state law the LTC prohibits discrimination
    against persons with a disability and is
    committed to providing an atmosphere conducive
    for persons with disabilities.
  • Definitions
  • Individual with a disability- A person , who has
    a physical or mental impairment that
    substantially limits one or major life
    activities, has a record of such impairments.
  • Undue Hardship- an action requiring significant
    difficulty or expense, in consideration, of the
    institution's size, financial resources, and the
    structure of the operation.
  • LTC 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, job restructuring, modified
    work schedules, reassignment, and acquiring
    modified equipment or devices. Employer is not
    required to lower production standards, quality
    standards, or provide personal items to make an
    accommodation. Requests for reasonable
    accommodation should go through Regional Human
    Resources.
  • Complaints of Disability Discrimination
  • Complaints of disability discrimination should be
    reported to the Regional Office of Human
    Resources.
  • The LTC will not tolerate any type of retaliation
    against an individual requesting an
    accommodation.
  • Violation of this policy is subject to
    disciplinary action up to and including
    termination. Persons who violate may also be
    subject to civil damages or criminal penalties.

26
Violence in the WorkplaceLTC Policy HR1930.596
  • Every employee has a reasonable expectation to
    perform his/her assigned duties in an atmosphere
    free from threats and acts of violence.
    Louisiana Technical College will not tolerate
    threats or acts of violence, including acts of
    domestic violence, in the workplace.
  • All firearms and dangerous weapons are banned
    from the workplace.
  • Retaliation against any employee who reports a
    threat or act of violence or assists LTC in the
    investigation of a complaint is strictly
    prohibited.
  • No employee shall intentionally bring false
    charges against another person or employee in the
    workplace.

27
Violence in the WorkplaceContinued
  • Definitions
  • 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
  • Threat of Violence- 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 include physical
    violence sexual, emotional or psychological
    intimidation verbal abuse stalking or economic
    control.
  • Dangerous Weapon- policy defines as any firearm,
    knife, gas, liquid, or other substances or
    instrumentality, which, in the manner used, is
    calculated or likely to product death or bodily
    harm.
  • Workplace- includes all LTC facilities, premises
    or equipment and any location, leased or
    otherwise, where LTC employees are engaged in LTC
    business.
  • Employee Responsibilities
  • Should, were warranted, call emergency services
    (911) 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.
  • Roles and Responsibilities of Supervisors,
    Appointing Authorities, Human Resources, and
    Safety Officers are also addressed in the Policy.
  • Enforcement
  • Employees who violate this policy will be subject
    to disciplinary action. In most cases,
    termination will result from violation of this
    policy. Non-employee violations of this policy
    will be handled in accordance with applicable
    laws.

28
HarassmentLTC Policy HR 1930.537 LCTCS
Policy 6.011
  • LTC considers harassment and discrimination to be
    a serious offense. The Technical College, in
    accordance with the EEOC, Office of Civil Rights
    and state regulations, prohibit harassment,
    including sexual harassment and other forms of
    unlawful harassment.
  • Definitions
  • Sexual Harassment- unwelcome sexual advances,
    requests for sexual favors, and other verbal or
    physical conduct or communications deemed to
    constitute harassment of a sexual nature.
  • Submission to such conduct is made either
    explicitly or implicitly a term or condition of
    an individuals employment
  • Submission or rejection of such conduct by an
    individual is used as the basis for employment
    decisions affecting such individual
  • Such conduct has the purpose and effect of
    unreasonably interfering with an individuals
    work performance or creating an intimidating,
    hostile or offensive working environment.
  • Workplace Harassment- persistent infringements on
    an employees right to a comfortable work
    environment, and it is a form of misconduct that
    undermines the integrity of the employment
    relationship. No employee- male or female is to
    be subjected to unsolicited and unwelcome
    overtures or conduct, verbally, visually,
    physically or by electronically transmitted
    means.
  • Harassment- is physical, verbal and visual
    conduct that creates an intimidating, offensive,
    or hostile environment, which interferes with
    work performance. This includes harassment
    because of race, sex, sexual orientation,
    religious creed, color, national origin,
    ancestry, disability or medical condition, age,
    or any other basis protected by federal, state,
    or local law, ordinance or regulation.

29
Harassment(continued)
  • Individual Rights
  • Harassment imposes on an individuals right to
    have a comfortable and suitable work environment.
    Individuals must refrain from any form of
    harassment and should always treat others with
    respect.
  • Reporting Harassment
  • If an individual believes he/she has been the
    subject of harassment, he/she should make their
    unease or disapproval known to the harasser make
    a written record of the date, time, nature of
    incident and name of witnesses and/or report the
    incident to their immediate supervisor or
    Regional Office of Human Resources. The LCTCS
    Policy includes a discrimination/harassment
    complaint form.
  • All incidents of harassment should be reported
    regardless of the seriousness with urgency.
  • The complainant is not required to report the
    incidents to the person engaging in the
    harassment.
  • Investigation of Complaints- Complaints of
    harassment will be investigated promptly and in
    as impartial and confidential a manner as
    possible.
  • Non-Compliance- 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 and criminal penalties.

30
Drug Free Workplace/ Substance Abuse PolicyLCTCS
Policy 6.030
  • LTC is committed to maintaining a drug free
    workplace. The illegal use of drugs or alcohol
    for consumption within Region 9 interferes with
    the accomplishment of this mission.
  • Various federal and sate laws and regulations
    apply to employees of the LTC including Federal
    Drug Free Workplace Act of 1988, the Drug-Free
    Schools and Communities Acts Amendments of 1989,
    and Revised Statutes of the State of Louisiana.
  • Definitions
  • Drug free workplace- a site for the performance
    of work at which employees are prohibited from
    engaging in the unlawful manufacture,
    distribution, dispensation, possession, or use of
    a controlled substance in accordance with the
    requirements of the federal Drug Free Workplace
    Act of 1988.
  • Controlled substance- a controlled substance in
    schedules I through V of Louisiana R.S. 40964 or
    Section 202 of the Controlled Substances Act, 21
    U.S.C. 812.
  • Misuse of alcohol- any possession, consumption or
    other use of an alcoholic beverage in violation
    of this policy.
  • Alcohol misuse is prohibited extending to
  • Use of alcohol on the job
  • Use of alcohol during the four hours before
    performance of safety-sensitive and security
    sensitive functions
  • Having a prohibited alcohol concentration level
    in the individuals blood system while on the
    job.

31
Drug Free Workplace/ Substance Abuse
PolicyContinued
  • Drugs/Medication
  • The use of drugs/medications prescribed by a
    licensed physician is permitted provided that it
    will not affect the employees work performance.
    LTC 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 employees
    performance or increase the risk of injury to the
    employee or others. If such is the case, LTC
    reserves the right to suspend work activity
    during period of incapacity.
  • Drug Testing
  • LTC reserves the right to require drug screening
    for pre-employment, re-employment, or
    reinstatement. Drug testing/screening is
    performed for any or all of the following classes
    of drugs marijuana, opioids, cocaine,
    amphetamines, and phencyclidine.
  • All employees are subject to being tested for
    drugs under the following circumstances
  • Commercial Drivers License Requirement
  • Post-Accident/Incident that occurs during the
    course and scope of an employees employment
  • Rehabilitative- required as part of a monitoring
    program established by the employer to assure
    compliance with terms of rehabilitation
    agreement.
  • Random Drug Testing- LTC 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..
  • Rights of the Employee
  • Any employee, confirmed positive, upon 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.
  • LTC may, but not required to, afford an employee
    whose test is certified positive by the medical
    review officer the opportunity to undergo
    rehabilitation without termination of employment.
  • Expectation of Privacy- Employees are hereby
    notified that LTC officers and work sites are the
    property of the LTC and there is no expectation
    of privacy with regard to LTC offices and work
    sites. Under appropriate circumstances and in
    accordance with the law, the LTC, in conjunction
    with law enforcement authorities, reserves the
    right to conduct unannounced searches and
    inspection of LTC facilities and properties,
    including state-owned vehicles.
  • Notification Requirements- The Federal Drug-Free
    Workplace Act of 1988 requires that each employee
    notify his/her supervisor within five 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 status. Employees whose jobs require
    driving, are required to notify their supervisor
    immediately if their driving privileges are
    suspended or revoked.

32
Return to WorkLTC Policy HR500.598
  • The health and well being of all employees is of
    great importance to LTC. The LTC will make
    reasonable effect to return to the workplace
    employees who have sustained job-related injuries
    or illness, and, as a result, are temporarily
    prevented from returning to their full former
    employment.
  • To return an employee to the workplace, LTC will
    make reasonable efforts to place the returning
    employee into a meaningful assignment, which
    he/she can perform while on light or limited duty
    on a temporary basis.
  • This policy will also apply to injuries or
    illnesses that occur off the job when the
    employee returns after an absence of ten or more
    working days.
  • Applicability
  • To be eligible for the Return-to-Work Program, an
    employee must be off work as a result of work
    related injuries, illnesses, or diseases be
    receiving Workers Compensation (unless
    injury/illness occurred off the job and the
    employee has been absent 10 working days) and
    have the treating physician's approval to return
    to transitional/light duty or work.
  • Employee Responsibility
  • Report injury immediately to supervisor
  • Complete all needed paperwork
  • Follow LTC rules and practices
  • Maintain contact with supervisor
  • Provide regular updates, at least bi-monthly,
    with reports on status of availability to return
    to the supervisor.
  • Return to offered modified duty (if any) which is
    within medical restrictions (if any) as set by
    the treating physician.

33
Drivers Safety Compliance Training
  • Every 3 years all faculty and staff must
    successfully complete an online drivers safety
    course at Office of Risk Management's (ORM)
    Defensive Driving online course.
  • New Hires MUST complete this training within 30
    days of hire.
  • http//www.brcc.cc.la.us/oldt/launch.htm
  • There is a certificate of completion at the end
    of this training that you must submit to HR.

34
Material Safety Data Sheets (MSDS)
35
Material Safety Data Sheets
  • Are to be provided by Suppliers with all
    deliveries
  • MUST be Accessible to EVERYONE in the workplace
  • Must be current
  • Must be made available to attending physician in
    the event of exposure

36
DEFINITIONS
  • Flammable ANY substance easily ignited and
    quick burning, including liquids with a flash
    point below 95 degrees Fahrenheit.
  • Toxic ANY substance (alone or via chemical
    reaction) able to cause harm/produce injury to
    the body through absorption, ingestion,
    inhalation, or injection.
  • Caustic ANY substance able to burn, damage or
    destroy organic tissue by chemical reaction
    Corrosive.

37
Definition contd
  • Flash point--the lowest temperature at which a
    liquid produces enough vapor to ignite.
  • Density--( of Water Air) Specific Gravity

38
Definition contd
  • PEL-Permissible Exposure Limit is the standard
    recognized by industry as the maximum amount or
    concentration of a chemical that a worker may be
    exposed to.
  • TLVThreshold Limit Value is a recommended limit
    for chemical substance exposures, similar to the
    PEL but most often more restrictive than the PEL.
  • TWA-an 8-hour Time-Weighted Average is the
    concentration the average worker can be exposed
    during an 8-hour workday, day after day, without
    harmful effects.
  • STEL Short Term Exposure Limit is a 15 minute
    period.
  • Ceilingthe maximum (C) concentration never to
    be exceeded.

39
Definition contd
  • Lethal Dose50 (LD50) is the amount of a
    substance that, when administered by a defined
    route of entry (e.g. oral or dermal) over a
    specified period of time, is expected to cause
    the death of 50 of a defined animal population.

40
Definition contd
  • Lethal Concentration50 (LC50) is the amount of a
    substance in air that, when given by inhalation
    over a specified period of time, is expected to
    cause the death in 50 of a defined animal
    population.

41
READING THE MSDS
  • Identity The chemical name, trade name and
    manufacturers name, address and emergency phone
    number can be found here.
  • Ingredients Includes substance,
  • content, CAS Number, Classification, EINECS
  • Hazards Identification Dangers for humans and the
    environment such as Most important hazards
    Specific hazards
  • First Aid gives instructions on what to do in
    case of eye contact, skin contact or ingestion

42
READING THE MSDS contd
  • Fire Fighting Suitable extinguishing media,
    Unsuitable extinguishing media, Special hazards
    in fire, Required special protective equipment
    for fire-fighters
  • Accidental Release Measures/Spill Clean-up
    Personal precautions, Environmental precautions,
    Methods for cleaning
  • Handling and Storage Exposure Controls and
    Personal Protection
  • Information on proper PPE to
    use, how to store and temperature
    limits

43
READING THE MSDS contd
  • Physical and Chemical Properties Appearance,
    Odor, pH, Boiling point, Melting point,
    Flashpoint, Explosive properties, Vapor
    pressure, Relative density, Solubility
  • Stability and Reactivity Conditions to avoid,
    Materials to avoid, Hazardous decomposition
    products
  • Toxicology Acute toxicity, Local effects.
    Excessive exposure may affect human health as
    follows Skin contact, Eye contact,
    Inhalation/ingestion.
  • Ecological Information Lists any dangers to the
    environment
  • Disposal Lists any special disposal methods

44
Reading the MSDS contd
  • Transport Information lists codes indicating the
    dangers and the type of transport which may be
    needed
  • Regulations Lists any agency that may regulate
    this product
  • Other Information Recommendations/restrictions,
    Sources of key data used to compile Safety Data
    Sheet

45
BLOODBORNE PATHOGENS
  • THE OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION
    STANDARD

46
INTRODUCTION
  • What is the bloodborne pathogens standard?
  • Who needs bloodborne pathogens (BBP) training?
  • What content needs to be included?

47
OSHAS EXPECTATIONS
  • Employers Duties
  • identify job risks and classify
  • provide appropriate training
  • provide a plan
  • provide appropriate equipment
  • Compliance
  • Employees Duties
  • follow employers plan
  • know job classification
  • complete training
  • use equipment provided by employer
  • Compliance

48
OSHA REQUIRED INFORMATION
  • Documents
  • General explanation of bloodborne pathogens
  • Hepatitis B immunization
  • Explanation of tasks that may involve exposure

49
BLOODBORNE PATHOGENS DEFINED
  • Disease-causing microorganisms that may be
    present in human blood or OPIM (other potentially
    infectious material)
  • Viruses
  • Bacteria
  • Parasites

50
MODES OF TRANSMISSION
  • Puncture wounds or cuts
  • Contact (touch, splash, or spray) with blood or
    OPIM on
  • mucous membrane
  • non-intact skin
  • cuts, abrasions, burns
  • acne, rashes
  • papercuts, hangnails
  • contaminated sharps

51
RISK OF EXPOSURE
  • Objective of BBP standard is to minimize or
    eliminate the hazard posed by work that may
    expose one to blood or OPIM

52
RISK OF EXPOSURE
  • If a risk of exposure exists one should know
  • if there is a way to prevent infection
  • symptoms and course of infection
  • availability of counseling
  • availability of post-exposure treatment
    follow-up

53
OCCUPATIONAL EXPOSURE INCIDENTS
  • Occupational contact with blood or OPIM is
    considered an exposure incident
  • If an exposure occurs
  • wash with soap water
  • report incident
  • document incident
  • seek immediate medical evaluation
  • follow employers exposure control plan

54
IMMEDIATE MEDICAL EVALUATION
  • Immediate means prompt medical evaluation and
    prophylaxis
  • An exact timeline cannot be stated
  • Time limits on effectiveness of prophylactic
    measures vary depending on the infection of
    concern

55
REPORTING AN INCIDENT
Minimal Information to Report
  • Work practice being followed
  • Engineering controls in use
  • Procedure being performed
  • PPE in use
  • Date and time of incident
  • Job classification
  • Location in the worksite where incident occurred

56
MEDICAL EVALUATION POST EXPOSURE
  • Entitled to confidential medical evaluation
  • Personal decision about blood testing
  • Blood may be tested only with consent
  • Blood may be stored for 90 days, while
    considering testing
  • Interpretation of any test results occurs with
    health care provider

57
BLOOD TESTING
  • Blood may be tested for antibodies to
  • Human Immunodeficiency Virus (HIV)
  • Hepatitis C Virus (HCV)
  • Hepatitis B Virus (HBV)
  • Other disease-causing organisms
  • Source blood may also be tested with consent
  • Results of tests of source blood will be made
    known to exposed person

58
SPECIFIC BLOODBORNE PATHOGENS
  • Definition
  • Signs and symptoms
  • Course of infection
  • Prevention and control
  • Post-exposure prophy-laxis and follow-up care

59
HIV DEFINED
  • HIV is Human Immunodeficiency Virus
  • HIV can cause acquired immune deficiency syndrome
    (AIDS)
  • Risk of HIV infection from a puncture injury
    exposure to HIV infected blood is very low -- 0.3

60
SIGNS SYMPTOMS OF HIV
  • Signs and symptoms include
  • Weight loss
  • Night sweats or fever
  • Gland swelling or pain
  • Muscle and/or joint pain
  • Cannot rely on signs and symptoms to confirm if
    one is infected

61
COURSE OF INFECTION WITH HIV
  • Incubation period from HIV infection to AIDS can
    be 8 to 10 years
  • Varies greatly among individuals

62
HIV PREVENTION
  • There is no vaccine to prevent HIV infection
  • Follow Universal Precautions

63
HIV POST-EXPOSURE PROPHYLAXIS FOLLOW-UP
  • No cure for HIV infection
  • Testing schedule for HIV antibodies
  • at time of exposure
  • at 3 months
  • at 6 months
  • HIV antibodies usually become detectable within 3
    months of infection
  • Treatment requires health care provider
  • OSHA requires treatment that meets most recent
    CDC guidelines
  • Treatment may include antiviral medications and a
    protease inhibitor

64
HCV DEFINED
  • HCV is Hepatitis C Virus
  • It affects the liver
  • It is most common chronic bloodborne infection in
    US
  • Needlestick injury is only occupational risk
    factor associated with HCV
  • Risk of HCV infection after exposure to HCV
    infected blood is 1.8
  • 70 to 75 of those with acute HCV infection have
    no symptoms

65
SIGNS SYMPTOMS OF HCV
  • Jaundice - yellow color to skin and whites of
    eyes
  • Fatique
  • Headache
  • Abdominal Pain
  • Loss of appetite
  • Nausea and vomiting

66
COURSE OF HCV INFECTION
  • Incubation period averages 7 weeks
  • Chronic liver disease may occur in 70 of those
    infected with HCV

67
HCV PREVENTION
  • No vaccine exists to prevent HCV infection
  • Follow Universal Precautions

68
HCV POST-EXPOSURE PROPHYLAXIS FOLLOW-UP
  • Treatment of HCV requires a health care provider
  • OSHA requires treat-ment that meets most recent
    CDC guidelines
  • HCV infection treatment may include liver
    transplant
  • No cure for HCV
  • No post-exposure pro-phylaxis recommended
  • Tests for HCV anti-bodies liver function
    recommended at time of exposure
  • Tests should be repeated 4-6 months post exposure

69
HBV DEFINED
  • HBV is Hepatitis B Virus
  • It affects the liver
  • Prevalence of HBV infection among healthcare
    workers is 10 times greater than HCV infection

70
SIGNS SYMPTOMS OF HBV
  • Jaundice - yellow color to the skin and whites of
    eyes
  • Fatigue
  • Headache
  • Abdominal Pain
  • Loss of appetite
  • Nausea and vomiting

71
COURSE OF HBV INFECTION
  • Incubation period averages 12 weeks
  • Most cases of HBV resolve without complications
  • Chronic liver disease may occur in 6 to 7 of
    those infected with HBV

72
HBV PREVENTION
  • A vaccine does exist to prevent HBV infection
  • Employers are required to offer HBV vaccination
    HBV vaccination to employees covered under BBP
    standard
  • Follow Universal Precautions

73
HBV POST-EXPOSURE PROPHYLAXIS FOLLOW-UP
  • Treatment requires health care provider
  • OSHA requires treatment meet CDCs most recent
    guidelines
  • HBV infection treatment may require liver
    transplant
  • No cure for HBV infection
  • Post-exposure prophy-laxis should begin within 24
    hours no later than 7 days after exposure
  • Exposed person should receive HBV vaccine

74
HBV IMMUNIZATION
  • Employees with routine occupational exposure to
    blood/OPIM have right to HepB vaccination at no
    personal expense
  • Employee refusal established by signing HepB
    vaccination declination form
  • Vaccine is Recombivax HB or Energix-B
  • Must be made available within 10 working days of
    initial assignment to job

75
HBV VACCINATION SCHEDULE
  • Vaccine given in 3 doses over 6 months
  • 1st on initial assignment
  • 2nd one month later
  • 3rd five months after 2nd dose
  • CDC recommends HepB antibody testing 1 to 2
    months following 3rd dose
  • Employer cannot require employee to use health
    insurance to cover test cost
  • Pre-screening is not required
  • HBV is declining because of vaccine use!

76
PREVENTION
  • Engineering Controls
  • Work Practice Controls
  • Personal Protective Equipment
  • Universal Precautions

77
ENGINEERING CONTROLS
  • Design safety into work tools and work space
    organization
  • Engineering controls can
  • Decrease risk of exposure to hazards
  • Eliminate hazards
  • Isolate hazards

78
EXAMPLES OFENGINEERING CONTROLS
  • Hand and eye washing facilities
  • Sharps container use
  • Biohazard labeling
  • Self-sheathing needles
  • Needleless IV systems

79
LABELING REGULATED WASTE
  • Label liquid or semi-liquid blood or OPIM
  • Label item(s) contaminated with blood or OPIM
  • Label sharps contaminated with blood or OPIM
  • Label containers holding contaminated equipment
    for storage, handling and transport

80
SHARPS CONTAINERS MUST BE
  • closable and puncture resistant
  • leak proof
  • labeled or color-coded
  • functional
  • sufficient in number
  • easily accessible and main-
  • tainted in upright position
  • replaced per agency policy
  • NOT be overfilled

81
SHARPS INJURY PROTECTION
  • Reusable sharps require proper handling
    (mechanical means) and decontamination
  • Retractable needles
  • Needleless systems

82
WORK PRACTICE CONTROLS
  • Behaviors using engineering controls safely and
    effectively
  • Work Practice Controls include
  • using sharps containers
  • using an eyewash station
  • WASHING HANDS after using PPE
  • cleaning work surfaces
  • proper laundering

83
PROHIBITED WORK PRACTICESDO NOT
  • break, shear, bend or recap needles
  • reach into used sharps containers
  • pick up contaminated items, such as broken glass
    with bare hands
  • use a vacuum cleaner to clean up contaminated
    items
  • open or empty sharps containers
  • pipette or mouth suction blood or OPIM
  • eat, drink, smoke, apply cosmetics, or handle
    contact lenses in areas of potential occupational
    exposure
  • store beverages or food in refrigerators,
    freezers, or cabinets where blood or OPIM are
    present

84
HANDWASHING
  • Readily available facilities
  • Washing after removing PPE
  • Using antiseptic hand cleanser when a sink isnt
    readily available

85
HANDWASHING
  • First roll out paper towel or have towel readily
    available so as not to touch other surfaces to
    reach it

86
HANDWASHING
  • Turn on tap water and adjust temperature
  • Use plenty of soap

87
HANDWASHING
  • Wash hands using friction on all surfaces for at
    least 30 seconds

88
HANDWASHING
  • Dry hands thoroughly
  • DO NOT turn off the water yet

89
HANDWASHING
  • Turn off tap with a dry part of the towel
  • DO NOT touch surfaces with clean hands

90
CLEANING
  • Clean work surfaces according to employers
    exposure control plan
  • Use PPE and EPA-approved solution
  • 10 bleach and water must be replaced weekly
  • Place contaminated laundry in color-coded laundry
    bag, use PPE, and handle as little as possible
  • DO NOT take contaminated materials home to
    launder!

91
PERSONAL PROTECTIVE EQUIPMENT (PPE)
  • Specialized clothing/equipment used for
    protection when risk of exposure exists
  • Must prevent blood or OPIM from contaminating
    clothing or skin
  • Must be available at no cost to employee
  • Must be in appropriate sizes
  • Must be in good working condition
  • Must be properly maintained
  • Employee must be trained in proper use

92
TYPES OF PERSONAL PROTECTIVE EQUIPMENT
  • Gloves
  • Masks
  • Eye shields
  • Gowns/aprons
  • Resuscitation devices

93
LATEX GLOVES
  • Medical products containing latex must be labeled
  • Allergies to latex are increasing
  • Substitutes for latex-containing materials must
    be made available

94
UNIVERSAL PRECAUTIONS
  • Infection control approach that treats all human
    blood and certain body fluids as if they are
    known to contain bloodborne pathogens

95
MATERIALS THAT REQUIRE PRECAUTIONS
  • Blood
  • Semen
  • Vaginal secretions
  • Cerebrospinal, synovial or pleural fluid
  • Body fluids containing visible blood
  • Any unidentifiable body fluid
  • Saliva from dental procedures

96
MATERIALS THAT DO NOT REQUIRE PRECAUTIONS
  • Universal Precautions do not apply to these
    fluids UNLESS blood is visible
  • feces nasal secretions
  • sputum ear secretions
  • sweat urine
  • vomits

97
BODY SUBSTANCE ISOLATION (BSI)
  • An acceptable alternative to Universal
    Precautions
  • Treats ALL body fluids and substances as
    infectious

98
EXPOSURE CONTROL PLAN
  • Site specific plan provided by employers to
    protect employees with occupational exposure risk
  • Lists job classifications with exposure risk
  • Identifies engineering controls, work practice
    controls, PPE and Universal Precautions
  • Identifies who will be trained and trainer
  • Includes record keeping provisions and is
    reviewed annually

99
QUESTIONS?
100
Human Resources
  • Region 9 HR Team
  • HR Website
  • Timekeeping
  • FMLA
  • Outside Employment
  • Annual Enrollment

101
REGION 9 HR TEAM
  • Joanna Dillman
  • Director of Human Resources
  • 985-732-6640 ext 154
  • Amanda Hall
  • HR Generalist (Staffing/Contracts)
  • 985-732-6640 ext 156
  • Donna Perez
  • HR Generalist (Payroll/Benefits)
  • 985-543-4120 ext 103 (M,TH,F)
  • 985-732-6640 ext 155 (T,W)

102
Region 9 HR Website
  • Region 9 HR Web
  • http//region9.ltc.edu gt Human Resources
  • Helpful Items Found
  • Career Opportunities
  • Employment Policies
  • Calendars- Holiday, Payroll
  • Benefit Information
  • Employee Handbook
  • HR Time and Attendance Procedure
  • HR Forms
  • Leave Slips
  • Address Change Form
  • Direct Deposit

103
Time Attendance Procedure HR 001
  • Reviews timekeeping responsibilities for Region 9
    Employees.
  • Employees should record attendance on the
    timesheet each day.
  • It is the employees responsibility to notify
    their supervisor when absent. Failure to do so
    may result in disciplinary action.
  • Absences should be reported on LTC Leave Slips.
    These slips must be approved by supervisor and
    attached to timesheet.
  • Failure to call or notify supervisor for
    unplanned sick will result in the hours absent
    being charged as unauthorized leave without pay,
    unless it is shown that it was medically
    impossible or impractical to notify the
    supervisor.
  • Employees are expected to complete timesheet and
    leave slips for unplanned sick leave taken once
    he/she returns to work. In the event that an
    employee takes unplanned sick leave at the end of
    the pay period, the supervisor will need to
    complete timesheet and leave slip.
  • When an employee has an unplanned absence for
    illness or injury that lasts more the 3
    consecutive days, the supervisor will notify the
    HR Department. The employee may be required to
    provide HR with a medical release stating the
    employee is fit to resume duties.
  • FMLA request process will be initiated after 5
    consecutive days of absence due to 1) birth of a
    child, or the placement of a child with you for
    adoption or foster care 2) a serious health
    condition that makes you unable to perform the
    essential functions for your job or 3) a serious
    health condition affecting your spouse, child, or
    parent, for which you are needed to provide care

104
Timesheets
  • Time and attendance for all LTC Region 9
    employees will be reported on Bi-Weekly time and
    Attendance Record forms. Both employee and
    supervisor will sign this report certifying the
    correctness of the entries.
  • The following guidelines are to be followed with
    regard to Time and Attendance
  • Timesheets and leave slips must be completed,
    accurate, and submitted to campus timekeeper by
    close of business on the Thursday prior to the
    pay period end date. Any corrections must be
    submitted to timekeeper by Monday morning.
  • 2. Leave slips should be completed immediately
    upon return to work if unanticipated leave is
    taken. If leave if taken at the end of a pay
    period, Supervisor must compl
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