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Northshore Technical College


New Hire Orientation Northshore Technical College Last Updated: 06/15/2010 – PowerPoint PPT presentation

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Title: Northshore Technical College

New Hire Orientation
  • Northshore Technical College

Last Updated 06/15/2010
Topics of Discussion
  • Welcome
  • Northshore Technical College 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

Northshore Technical College Organization
  • For over 75 years, Northshore Technical College
    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 Northshore Technical
    College (NTC). 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 NTC Ad-Hoc Committee. The
    NTC Ad-Hoc Committee was established to review
    and evaluate the organizational structure of the
    Northshore Technical College (NTC). In
    accordance with Legislative Act 506, Northshore
    Technical College 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.

(No Transcript)
  • Welcome to Northshore Technical College
    Northshore Technical College. Continued
    dedication to quality technical training,
    strengthening the Northshore Regional economy,
    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 college.
    I appreciate your continued support as we deliver
    quality training programs that meet the needs of
    the workforce for the 21st century.

  • The mission of Northshore Technical College 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.

  • Northshore Technical College 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
  • To maintain relationships with area business and
    industrial communities for mutual growth by
    exploring together needs, methods, and

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 (Northshore
    Technical Colleges) 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// .

  • Northshore Technical College 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

  • The Northshore 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.
  • Northshore Technical College campuses serve
    residents of St. Helena, Tangipahoa, Washington,
    and surrounding parishes.

  • Northshore Technical College 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 Northshore
    Technical College 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

  • Work Schedule
  • All employees, classified and unclassified, shall
    maintain a work schedule approved by campus
  • 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.

  • The employees of Northshore Technical College
    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.

  • In compliance with Title VI, Title XI, and
    Section 504 of the Rehabilitation Act of 1973,
    the Northshore Technical College campuses uphold
    the following policy
  • Northshore Technical College 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.

  • In order to receive a payroll check, new
    Northshore Technical College 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
  • In addition, each employee must sign his/her
    bi-weekly timesheet at the end of each pay period
    in order to be paid.

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 Northshore
    Technical College 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.

Direct Deposit(LCTCS Policy 6.004)
  • Direct deposit of net pay is a fast, safe, proven
    and free service provided to employees by
  • 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.

  • 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
  • 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.

  • The formal evaluation process is composed of
    three parts
  • Self-Evaluation
  • Evaluation by immediate supervisor or department
  • Evaluation by appropriate administrative
  • 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.

  • Annual Service Ratings are conducted on all
    permanent classified employees as required by the
    State of Louisiana Civil Service Rules.

  • 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
  • The Louisiana Community and Technical
    College System is undergoing major revisions to
    all of its policies at this time. Northshore
    Technical College is part of this System.
  • Due to this constant change, please refer to the
    following websites for current policies
  • LCTCS policies http//
  • Click on links to departmental sections
  • Academic Student Services eLearning Facilities
  • Finance Human Resources Information Technology
  • NTC Website policies
  • Click on links to departmental sections
  • Academics Students Human Resources
  • NTC Website policies Procedures then click
  • Finance and Budget Information
    Technology Facilities and Property
  • All faculty and staff are requested to review
    these policies procedures periodically.

Human Resources
  • Northshore Technical College HR Team
  • HR Website
  • Timekeeping
  • FMLA
  • Outside Employment
  • Annual Enrollment

Northshore Technical College HR TEAM
  • Marlise McCammon
  • Director of Human Resources
  • 985-732-6640 ext 154
  • Amanda Hall
  • HR Generalist (Payroll/Benefits)
  • 985-732-6640 ext 156
  • Amanda Tervalon
  • HR Generalist (Staffing/Contracts)
  • 985-732-6640 ext 155

Northshore Technical College HR Website
  • Northshore Technical College HR Web
  • http// gt Human
  • 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

Time Attendance Procedure HR 001
  • Reviews timekeeping responsibilities for
    Northshore Technical College 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 NTC 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
  • 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

  • Time and attendance for all Northshore Technical
    College 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, the Supervisor must complete leave slip.
    Employees will sign upon return to work.
  • 3. The Supervisor must sign all leave slips
    before they are turned in to the campus
    timekeeper. Unsigned leave slips will not be
    processed in the payroll system.
  • 4. All leave slips for leave taken during the pay
    period must be turned in to the timekeeper no
    later than the last day of the pay period.
  • 5. If you are away from campus on school
    business, please indicate your location and work
    hours on your timesheet. You must complete a
    travel authorization form and have it approved
    ANY time you are away from campus on school
  • 6. Any variation from standard work hours will
    require prior approval of the Supervisor with
    notification provided to the timekeeper.
  • 7. For instructors who have varying hours during
    clinical, etc., please show on the timesheet the
    times in and out and location for each day.

  • Family and Medical Leave Act of 1993

What Is FMLA?
  • FMLA is twelve (12) weeks of job protected leave
    during a twelve month rolling period for any of
    the following conditions

FMLA Qualifying Conditions
  • The birth of a child and/or to care for the child
  • Placement of a child through adoption or foster
  • The care of an employees spouse, child, or
    parent who has a serious health condition
  • The employees own serious health condition which
    prevents the employee from performing their
    essential duties

Requirements for Use of FMLA
  • The employee must provide thirty (30) days
    advance notice when the leave is foreseeable,
    unless it is medically impossible or impractical
    to provide such notice
  • The employee must provide medical certification
    for all FMLA requests due to a serious health
    condition of the employee or a covered family
  • This medical certification must be returned to
    Human Resources within 15 calendar days of notice
    to use leave

FMLA Leave Usage
  • LCTCS Board of Supervisors requires that
    employees use available paid leave prior to using
    FMLA leave without pay
  • Paid leave time, as well as any unpaid leave used
    for any qualifying condition, will count toward
    the twelve weeks of FMLA leave

Intermittent FMLA
  • Intermittent leave is also allowed under FMLA,
    with the same requirements for medical
    certification and leave usage

FMLA Requirements Appointing Authority
  • The appointing authority and/or their designated
    representatives may declare any leave taken after
    3 days of absence for a serious health condition
    where the employee has been under the care of a
    healthcare provider to be FMLA leave
  • Any employee who has been on FMLA leave and/or
    absent from work due to illness for 5 or more
    consecutive days, MUST present a Physicians
    Release to Return to Work prior to being allowed
    to resume their job duties

Insurance Premium Payments
  • Employees who have their health coverage with the
    state and are on FMLA leave without pay will have
    the employer portion of their premium paid by the
  • It is the employees responsibility to work with
    human resources to arrange for payment of the
    employee portion of health care premiums, and any
    other benefit premiums for which continued
    coverage is desired.

Amendment to FMLAArmed Forces Personnel(Effectiv
e 1/30/2008)
  • The Family and Medical Leave Act will now permit
    a spouse, son, daughter, parent or next of kin
    to take up to 26 workweeks of leave to care for a
    member of the Armed Forces who is undergoing
    medical treatment, recuperation or therapy, or is
    otherwise in outpatient status or on temporary
    disability retirement for a serious injury or
  • When an employees spouse, son, daughter or
    parent has been notified of a call to active
    duty, and because of the family members call to
    duty the employee is needed to care for family
    members, or to attend to the needs of the
    military member that cannot be addressed due to
    the military members absence, FMLA leave is also
    permitted for up to 12 weeks

Returning from FMLA
  • Employees returning from FMLA must be returned to
    their former position, or an equivalent position
    with equivalent benefits.

  • If you have any questions regarding the Family
    and Medical Leave Act or LCTCS leave policies,
    please contact your Human Resources

Outside Employment Policy No. 6.018
  • By Amanda Hall

Definition of Outside Employment
  • Employment with any non-LCTCS employer
  • Contracts to provide consulting, personal or
    professional services to non-LCTCS employer
  • Self-employment or operation of business.
  • Outside employment shall be performed only
    outside of assigned working hours and
    responsibilities or during a period of paid or
    unpaid leave.

Outside Employment that will be considered for
  • General consulting, other outside employment or
    business activities.
  • Serving as an expert witness in an area based
    upon the employees training and experience.
  • 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.

Outside Employment that will Not be Approved
  • 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
  • Blanket approvals for outside employment will not
    be granted.
  • Employment or contractual relationships that are
    considered to be a violation of Louisiana Code of
    Governmental Ethics will not be approved.

Employee Responsibilities
  • Full-time employees contemplating outside
    employment or engaged in outside employment, on
    the effective date of this Policy, shall
  • Disclose outside employment in accordance with
    the policies and procedures established herein.
  • 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 and LCTCS
  • 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 LCTCS institution.
  • Comply with any other provisions of this policy.

Approval Levels
  • Chancellor Approval
  • President Approval
  • Chancellor or Designated Administrative Officer
  • Joint Appointments

Chancellor Approval
  • 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.

Chancellor Approval cont.
  • Employment that requires Chancellor approval
  • Outside employment with an individual or entity
    seeking to do business with the employees unit
    within LCTCS.
  • 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.
  • Outside employment that ordinarily would be
    performed as part of the public service aspect of
    the LCTCS.
  • Outside employment yielding results that advance
    a theory of practice in the employees field.
  • Outside employment activity that could be
    accomplished by a contract through LCTCS.
  • 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/her duties and
    responsibilities as an LCTCS employee.

Chancellor Approval for a Third Party
  • 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
  • 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.
  • 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.
  • Negotiate and/or approve any subsequent contracts
    between the LCTCS and/or the LCTCS institution.
  • Approve the purchase of LCTCS equipment pursuant
    to the contract with the third party in an amount
    in excess of 2,000.

Chancellor Approval Cont.
  • 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
  • General technical or specialized area of
  • Specific employment or consulting activities.
  • Duration of employment agreement.
  • Estimated time in hours per week or days per
    month required for the employment.
  • Employees compensation rate and method of
  • 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.
  • Statement that the use of the LCTCS and/or the
    LCTCS institutions name in connection with the
    employment activities shall be only upon written
    authorization of the LCTCS and/or the LCTCS

Chancellor Approval cont.
  • 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
  • The outside employment activities are not within
    the employees 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.
  • 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.
  • 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.

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.

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.

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.

  • 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

Reporting Requirement
  • 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. Violation of this policy may result in a
    violation of the Ethics Code and penalties
    applicable thereto 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.

  • The Outside Employment Policy and forms can be
    found on website and also, in the
    Human Resources office. If you have any
    additional questions, please contact the Human

Northshore Technical College Safety Trainings
Last Updated 01/22/2010
Safety Rules
  1. Smoke only in approved outside areas. All
    facilities of Northshore Technical College are
    smoke-free facilities.
  2. Horseplay and fighting will not be tolerated in
    the work place.
  3. 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.
  4. Before beginning work, notify your supervisor of
    any permanent or temporary impairment that may
    reduce your ability to perform in a safe manner.
  5. Use personal protective equipment to protect
    yourself from potential hazards that cannot be
  6. Operate equipment only if you are trained and
  7. Inspect the workstation for potential hazards and
    ensure that the equipment or vehicle is in the
    safe operating condition before using it.
  8. Immediately report any recognized potentially
    unsafe conditions or act to your lead
  9. If there is any doubt about the safe work method
    to be used, consult the instructor before
    beginning work.
  10. Immediately report accidents, near misses, and
    property damage to an instructor regardless of
    the severity.
  11. 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
  • 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
  • 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
  • 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.

  •  General Safety Plan
  • This acknowledges that I have received and read,
    this date, a copy of the Northshore Technical
    College General Safety Plan, effective 01/02/07,
    and understand that I am required to abide by the
    terms and provisions of this plan/policy as a
    condition of employment with the Northshore
    Technical College.
  • Date ___________________ Employee Name
  • ___________________________________
  • Employee Signature

Americans with Disabilities Act (ADA)NTC Policy
  • It is the policy of Northshore 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 NTC.
  • Pursuant to the ADA Act of 1990, Rehabilitation
    Act of 1973, and other regulated federal and
    state law the NTC 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.
  • NTC 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
  • Complaints of Disability Discrimination
  • Complaints of disability discrimination should be
    reported to the Regional Office of Human
  • The NTC will not tolerate any type of retaliation
    against an individual requesting an
  • 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.

  •  Americans with Disabilities Act
  • This acknowledges that I have received, this
    date, a copy of the Northshore Technical College
    Americans with Disabilities Act (HR-012),
    effective 07/08/10, and Louisiana Community and
    Technical College System Americans with
    Disabilities Act (LCTCS Policy 6.023),
    effective 4/10/02, understand that I am required
    to abide by the terms and provisions of these
    Policies as a condition of employment with the
    Northshore Technical College.
  • Date ___________________ Employee Name
  • ___________________________________
  • Employee Signature

Violence in the WorkplaceNTC 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.
    Northshore 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 NTC in the
    investigation of a complaint is strictly
  • No employee shall intentionally bring false
    charges against another person or employee in the

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
  • 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
  • Workplace- includes all NTC facilities, premises
    or equipment and any location, leased or
    otherwise, where NTC employees are engaged in NTC
  • 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

  •  Violence in the Workplace
  • This acknowledge that I have received, this date,
    Violence in the Workplace Policy (HR-004),
    effective 07/08/10, and understand that I am
    required to abide by the terms and provisions of
    this Policy as a condition of employment with
  • Date ___________________ Employee Name
  • ___________________________________
  • Employee Signature

HarassmentNTC Policy HR 1930.537 LCTCS
Policy 6.011
  • NTC 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
  • 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.

  • 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
  • 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
  • Investigation of Complaints- Complaints of
    harassment will be investigated promptly and in
    as impartial and confidential a manner as
  • 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.

  •  Harassment Policy
  • This acknowledges that I have received, this
    date, a copy of the NorthshoreTechnical College
    Harassment Policy (HR-004), effective 07/08/10,
    and Louisiana Community and Technical College
    System Harassment Policy (LCTCS Policy 6.011),
    effective 6/13/01, understand that I am required
    to abide by the terms and provisions of these
    Policies as a condition of employment with
    Northshore Technical College.
  • Date ___________________ Employee Name
  • ___________________________________
  • Employee Signature

Drug Free Workplace/ Substance Abuse PolicyLCTCS
Policy 6.030
  • NTC is committed to maintaining a drug free
    workplace. The illegal use of drugs or alcohol
    for consumption within Northshore Technical
    College interferes with the accomplishment of
    this mission.
  • Various federal and sate laws and regulations
    apply to employees of the NTC 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

Drug Free Workplace/ Substance Abuse
  • Drugs/Medication
  • The use of drugs/medications prescribed by a
    licensed physician is permitted provided that it
    will not affect the employees work performance.
    NTC 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, NTC
    reserves the right to suspend work activity
    during period of incapacity.
  • Drug Testing
  • NTC 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
  • Random Drug Testing- NTC 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
  • NTC 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 NTC officers and work sites are the
    property of the NTC and there is no expectation
    of privacy with regard to NTC offices and work
    sites. Under appropriate circumstances and in
    accordance with the law, the NTC, in conjunction
    with law enforcement authorities, reserves the
    right to conduct unannounced searches and
    inspection of NTC 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.

  •  Drug Free Workplace
  • This acknowledges that I have received, this
    date, a copy of the Louisiana Community and
    Technical College System Drug Free Workplace
    (LCTCS Policy 6.030), effective 3/12/03,
    understand that I am required to abide by the
    terms and provisions of these Policies as a
    condition of employment with the Northshore
    Technical College.
  • Date ___________________ Employee Name
  • ___________________________________
  • Employee Signature

Return to WorkNTC Policy HR500.598
  • The health and well being of all employees is of
    great importance to NTC. The NTC 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
  • To return an employee to the workplace, NTC 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 NTC 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.

  •  Return to Work Policy
  • This acknowledges that I have received, this
    date, a copy of the Northshore Technical College
    Workers Compensation Early Return to Work Policy
    (HR-011), effective 07/08/10.
  • Date ___________________ Employee Name
  • ___________________________________
  • Employee Signature

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. Copy the hyperlink below to your
    browser to start the training.
  • http//
  • There is a certificate of completion at the end
    of this training that you must submit to HR.

Material Safety Data Sheets (MSDS)
Material Safety Data Sheets
  • Are to be provided by Suppliers with all