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B SSIER
PARISH POLICE JURY
POLICIES &
PROCEDURES
CREATION DATE AND AMENDMENTS:
ORIGINAL APPROVED: BOSSIER PARISH POLICE JURY: MAY 9, 1995
REVISIONS APPROVED: BOSSIER PARISH POLICE JURY: AUGUST 28, 2009
REVISIONS APPROVED: BOSSIER PARISH POLICE JURY: APRIL 8, 2014
REVISIONS APPROVED: BOSSIER PARISH POLICE JURY: FEBRUARY 21, 2018
REVISIONS APPROVED: BOSSIER PARISH POLICE JURY: FEBRUARY 5, 2020
REVISIONS APPROVED: BOSSIER PARISH POLICE JURY: JULY 15, 2020
REVISIONS APPROVED: BOSSIER PARISH POLICE JURY: NOVEMBER 4, 2020
REVISIONS APPROVED: BOSSIER PARISH POLICE JURY: FEBRUARY 2, 2022
REVISIONS APPROVED: BOSSIER PARISH POLICE JURY: AUGUST 17, 2022
REVISIONS APPROVED: BOSSIER PARISH POLICE JURY: SEPTEMBER 21, 2022
REVISIONS APPROVED: BOSSIER PARISH POLICE JURY: MARCH 6, 2024
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Table of Contents
INTRODUCTION ........................................................................................................................................................ 5
010 ORGANIZATION DESCRIPTION ............................................................................................................. 6
020 INTRODUCTORY STATEMENT ............................................................................................................... 7
EMPLOYMENT .......................................................................................................................................................... 8
100 NATURE OF EMPLOYMENT ..................................................................................................................... 8
110 EMPLOYEE RELATIONS ............................................................................................................................ 9
120 NEPOTISM .................................................................................................................................................. 10
130 EMPLOYEE MEDICAL EXAMINATION .............................................................................................. 11
140 IMMIGRATION LAW COMPLIANCE ................................................................................................... 12
150 CONFLICTS OF INTEREST ..................................................................................................................... 13
160 GIFTS, HONORARIA, ETHICS ................................................................................................................ 14
170 OUTSIDE EMPLOYMENT ....................................................................................................................... 15
180 DRESS AND APPEARANCE ..................................................................................................................... 16
EMPLOYMENT STATUS AND RECORDS ........................................................................................................... 17
200 HIRING PROCESS ..................................................................................................................................... 17
210 EMPLOYMENT CATEGORIES………………………………………………………………………….19
220 ACCESS TO PERSONNEL FILES………………………………………………………………………..20
230 PERSONAL DATA CHANGES……………………………………………………………………………21
240 PERFORMANCE EVALUATIONS AND SALARY INCREASES……………………………………..22
250 EMPLOYMENT TERMINATIONS………………………………………………………………………23
260 EMPLOYMENT VERIFICATIONS………………………………………………………………………24
270 LABOR GRADE PLACEMENT…………………………………………………………………………..25
280 PROMOTIONS/RECLASSIFICATIONS………………………………………………………………...26
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EMPLOYEE BENEFIT PROGRAMS .................................................................................................................... 27
300 EMPLOYEE BENEFITS………………………………………………………………………………… 27
305 VACATION BENEFITS .............................................................................................................................. 30
310 HOLIDAYS .................................................................................................................................................. 31
315 WORKERS’ COMPENSATION INSURANCE ....................................................................................... 32
320 SICK LEAVE BENEFITS ........................................................................................................................... 33
325 BEREAVEMENT LEAVE .......................................................................................................................... 35
330 CIVIL LEAVE ............................................................................................................................................. 36
335 BENEFITS CONTINUATION (COBRA) ................................................................................................. 37
340 EDUCATIONAL ASSISTANCE ................................................................................................................ 38
350 OPEN DOOR COMMUNICATIONS AND PROBLEM SOLVING ...................................................... 39
355 GRIEVANCE PROCEDURES ................................................................................................................... 40
365 CELLULAR TELEPHONE POLICY ....................................................................................................... 42
370 LUNCH PERIODS AND BREAKS ............................................................................................................ 43
375 OVERTIME.................................................................................................................................................. 44
TIMEKEEPING/PAYROLL ................................................................................................................................... 45
400 TIMEKEEPING ........................................................................................................................................... 45
410 PAYDAYS ..................................................................................................................................................... 47
WORK CONDITIONS & HOURS .......................................................................................................................... 48
500 SAFETY ........................................................................................................................................................ 48
510 ACCIDENT/INJURY POLICY……………………………………………………………………………49
530 PARISH VEHICLE POLICY AND AGREEMENT ................................................................................ 50
540 COMPUTERS AND ELECTRONIC COMMUNICATIONS ................................................................. 54
550 EMERGENCY CLOSINGS ........................................................................................................................ 57
560 CALL BACK POLICY ................................................................................................................................ 58
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LEAVES OF ABSENCE........................................................................................................................................... 59
600 FAMILY LEAVE ......................................................................................................................................... 59
610 MILITARY LEAVE .................................................................................................................................... 60
620 PREGNANCY-RELATED ABSENCES .................................................................................................... 61
EMPLOYEE CONDUCT & DISCIPLINARY ACTION ...................................................................................... 62
700 EMPLOYEE CONDUCT AND WORK RULES ...................................................................................... 62
705 INTERACTIONS WITH INMATES & CONVICTED FELONS………………………………………63
710 DRUG AND ALCOHOL-FREE WORKPLACE POLICY ..................................................................... 65
720 EQUAL EMPLOYMENT OPPORTUNITY ............................................................................................. 67
730 HARASSMENT AND DISCRIMINATION POLICY.............................................................................. 68
740 DOMESTIC VIOLENCE IN THE WORKPLACE .................................................................................. 70
750 SEATBELT USAGE POLICY.................................................................................................................... 73
760 TRAVEL POLICY ....................................................................................................................................... 74
770 PUBLIC RECORDS REQUESTS…………………………………………………………………………78
EMPLOYMENT ACKNOWLEDGEMENT FORM............................................................................................... 79
INDEX………………………………………………………………………………………………………………. 80
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INTRODUCTION
Welcome new employee!
On behalf of the Bossier Parish Police Jury, I welcome you and wish you every success here.
We believe that each employee contributes directly to the Police Jury’s growth and success, and we hope you
will take pride in being a member of our team.
This handbook was developed to describe some of the expectations of our employees and to outline the
policies, programs and benefits available to eligible employees. Employees should familiarize themselves
with the contents of the employee handbook as soon as possible, for it will answer many questions about
employment with the Police Jury.
We hope that your experience here will be challenging, enjoyable and rewarding. Again, welcome!
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010 ORGANIZATION DESCRIPTION
The Bossier Parish Police Jury is both a legislative and administrative body. Its legislative functions include
enacting ordinances and resolutions, establishing programs and setting policy. As an administrative body, it
prepares the budget, hires personnel, spends money, negotiates contracts, and, in general, directs the activities
under its supervision.
The purpose of the Police Jury is to serve the public. Employees are expected to respond to citizens of the
parish in a courteous and effective manner. Services are provided by the following departments and offices:
Police Jury Administrative Staff, Registrar of Voters’ Office, Maintenance Department, Highway Department,
Bossier Parish Libraries, the Section 8 Housing Office, the Bossier Parish Coroner’s Office, 26th Judicial
District Attorney's Office, and the 26th Judicial District Judges' Office.
Governance:
The following policies and procedures herein set forth apply to the Police Jury Administrative Staff,
Maintenance Department, Highway Department, Bossier Parish Libraries, the Section 8 Housing Office
and the Bossier Parish Coroner’s Office.
The 26th Judicial District Judges' Office and the Registrar of Voters’ Offices are all governed by separate
policies and procedures. Persons employed in these departments should consult their department head for
a copy of the appropriate manual.
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020 INTRODUCTORY STATEMENT
This handbook is designed to acquaint you with the Police Jury and provide you with information about
working conditions, employee benefits, and some of the policies affecting your employment. You should read,
understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an
employee and outlines the programs developed by the Police Jury to benefit employees. One of our objectives
is to provide a work environment that is conducive to both personal and professional growth.
No employee handbook can anticipate every circumstance or question about policy. As the Police Jury
continues to grow, the need may arise and the Police Jury reserves the right to revise, supplement, interpret,
or rescind any policy or portion of the handbook from time to time as it deems appropriate, in its sole and
absolute discretion. The only exception to any changes is our employment-at-will policy permitting you or the
Police Jury to end our relationship for any reason at any time. Employees will, of course, be notified of such
changes to the handbook as they occur, and will be provided with a copy of revised handbook as soon as
possible.
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EMPLOYMENT
100 NATURE OF EMPLOYMENT
Employment with the Police Jury is voluntarily entered into, and the employee is free to resign at will at any
time, with or without cause. The Police Jury may terminate the employment relationship at will at any time,
with or without notice or cause, as long as there is no violation of applicable federal or state law.
Policies set forth in this handbook are not intended to create a contract, nor are they to be construed to constitute
contractual obligations of any kind or a contract of employment between the Police Jury and any of its
employees. The provisions of the handbook have been developed at the discretion of management and, except
for its policy of employment-at-will, may be amended or canceled at any time, at the Police Jury's sole
discretion.
These provisions supersede all existing policies and practices and may not be amended or added to without
the express written approval of the Police Jury.
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110 EMPLOYEE RELATIONS
The Police Jury believes that the work conditions, wages, and benefits it offers to its employees are competitive
with those offered by other employers in this area and in this industry. If employees have concerns about work
conditions or compensation, they are encouraged to voice these concerns openly and directly to their
supervisors.
Our experience has shown that when employees deal openly and directly with supervisors, the work
environment can be excellent, communications can be clear, and attitudes can be positive. We believe that the
Police Jury amply demonstrates its commitment to employees by responding effectively to employee
concerns.
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120 NEPOTISM
The employment of relatives in the same area of an organization may cause serious conflicts and problems
with employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside
the work environment can be carried into day-to-day working relationships.
Relatives of persons currently employed by the Police Jury may be hired only if they will not be working
directly for or supervising a relative or will not occupy a position in the same line of authority within the
organization. This policy applies to any relative, higher or lower in the organization, who has the authority to
review employment decisions. The Police Jury employees cannot be transferred into such a reporting
relationship.
If the relative relationship is established after employment, the individuals concerned will decide who is to be
transferred. If that decision is not made within 30 calendar days, management will decide.
In other cases where a conflict or the potential for conflict arises, even if there is no supervisory relationship
involved, the parties may be separated by reassignment or terminated from employment.
For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose
relationship with the employee is similar to that of persons who are related by blood or marriage (ie: legal or
acting guardian; common law spouse; step relation).
This policy is effective February 1, 1995. Applicable reporting relationships established prior to this date will
be grandfathered.
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130 EMPLOYEE MEDICAL EXAMINATION
To help assure that employees are able to perform their duties safely, medical examinations may be required.
Current employees may be required to take medical examinations only when job related or required by
business necessity. Such examinations will be scheduled at reasonable times and intervals and performed at
the Police Jury's expense.
Information on an employee's medical condition or history will be kept separate from other employee
information and maintained confidentially. Access to this information will be limited to those individuals
allowed to review such information under federal or state law.
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140 IMMIGRATION LAW COMPLIANCE
The Police Jury is committed to employing only United States citizens and aliens who are authorized to work
in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.
In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of
employment, must complete the Employment Eligibility Verification Form I-9 and present documentation
establishing identity and employment eligibility. Former employees who are rehired must also complete the
form if they have not completed an I-9 with the Police Jury within the past three years, or if their previous I-9
is no longer retained or valid.
Any individual who falsifies documentation for purposes of attempting to obtain or keep a job will be
immediately dismissed. He or she may also be reported to applicable federal or state authorities.
Employees with questions or seeking more information on immigration law issues are encouraged to contact
the Human Resources Department.
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150 CONFLICTS OF INTEREST
Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts
of interest. This policy establishes only the framework within which the Police Jury wishes the business to
operate. The purpose of these guidelines is to provide general direction so that employees can seek further
clarification on issues related to the subject of acceptable standards of operation. Contact the Human Resources
Manager for more information or questions about conflicts of interest.
An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that
may result in a personal gain for that employee or for a relative as a result of the Police Jury's business dealings.
For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose
relationship with the employee is similar to that of persons who are related by blood or marriage.
If an employee has any influence on transactions involving purchases, contracts, or leases, it is imperative that
he or she disclose to their supervisor or the human resources manager as soon as possible the existence of any
actual or potential conflict of interest so that safeguards can be established to protect all parties.
Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm
with which the Police Jury does business but also when an employee or relative receives any kickback, bribe,
substantial gift, or special consideration as a result of any transaction or business dealings involving the Police
Jury.
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160 GIFTS, HONORARIA, ETHICS
As an employee, you are covered by Louisiana’s Code of Ethics, generally found in Louisiana Revised
Statutes 42:1111-1123. Specific Ethics Code situations related to your work may include, but are not
limited to:
PAYMENT/GIFTS: “No public servant shall receive anything of economic value, other than compensation
and benefits from the government entity to which he is duly entitled, for the performance of the duties and
responsibilities of his office or position.” “No public servant shall receive anything of economic value for
any service, the subject matter of which is devoted substantially to the responsibilities, programs, or
operations of the agency of the public servant and in which the public servant has participated.”
✓ “Thing of economic value” means money or any other thing having economic value. This means
we cannot accept tips, money, donations, or other personal gifts.
We can normally accept:
o Promotional items having no substantial resale value
o Food, drink, or refreshments, including reasonable transportation and entertainment incident
thereto, consumed while the guest of some person
o Board approved salary and related benefits due to your public employment
✓ “Service” means the performance of work, duties, or responsibilities, or the leasing, rental, or sale
of movable or immovable property.
Please consult Human Resources if you have any questions about this subject.
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170 OUTSIDE EMPLOYMENT
Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any
income or material gain from individuals outside the Police Jury for materials produced or services rendered
while performing their job.
Employees may hold outside jobs as long as they meet the performance standards of their job with the Police
Jury. All employees will be judged by the same performance standards and will be subject to the Police Jury's
scheduling demands, regardless of any existing outside work requirements.
If the Department Head determines that an employee's outside work interferes with performance or the ability
to meet the requirements of the Police Jury as they are modified from time to time, the employee may be asked
to terminate the outside employment if he or she wishes to remain employed by the Police Jury. An employee
may not engage in activities associated with their outside employment during their normal working hours.
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180 DRESS AND APPEARANCE
Because of the people-oriented nature of the Bossier Parish Police Jury, our staff is expected to present an
image of professional competency and conscientiousness to the public. We wish to project a business-like
environment as well as friendliness, helpfulness, and approachability.
Each department will be allowed to establish their own dress code. However, each employee must be
dressed and groomed in a professional business manner.
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EMPLOYMENT STATUS AND RECORDS
200 HIRING PROCESS
EMPLOYMENT APPLICATIONS
Recruitment for employment with the Bossier Parish Police Jury is vacancy-based. However, Employment
Applications will be accepted as a courtesy to the public. These forms can be obtained from the Bossier
Parish Police Jury main office in the Bossier Parish Courthouse.
SELECTION PROCESS
The Bossier Parish Police Jury favors promotion from within whenever merited in order to provide
advancement opportunities for qualified staff.
Departments of the Bossier Parish Police Jury will administer their own selection process at their discretion
under the authority of the Administrator. However, the Police Jury members and/or the Administrator will
be responsible for selecting the department heads and the Library Board will be responsible for selecting
the Library Director.
After selection has been made by the department head, the application and resume will be forwarded to
Human Resources for review and verification that the prospective new hire does indeed meet all of the
required qualifications as listed in the job description before the offer of employment is extended.
Library Department Branch heads must notify the Library Director whenever there is a vacancy in their
branch. The director normally limits the initial selection process to current staff. A job announcement is
prepared and each branch is notified of the opening. If there are no qualified applicants among the staff,
outside applicants may be considered except that professional library positions are to be publicized and
outside applications accepted. After reviewing applications and references, library branch heads will
recommend one applicant to the library director. The selection of an applicant for recommendation is
strictly the authority of the branch head (or library director for branch heads). If the library director chooses
not to confirm the recommendation, the branch head recommends another applicant. The Library Director
will submit the name(s) of new library employees to the Library Board at the next regular meeting for their
informational purposes.
EVALUATION OF APPLICANTS
All applicants are evaluated on merit, defined as their meeting the published qualifications, having required
experience, their ability to do the job, communication skills, and their documented record and future
likelihood of getting along well with their supervisors and co-workers in a collaborative, cooperative work
setting.
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EQUAL EMPLOYMENT OPPORTUNITY
The Bossier Parish Police Jury is an equal opportunity employer. Accordingly, we affirm and promote
equal opportunity in the areas of recruitment, employment, promotion, and all other facets of employment.
Our practices are without regard to race, color, religion, creed, sex, gender, age, disability or medical
condition, national origin, veteran status, and all other categories protected by federal or state law. We will
make reasonable accommodations for employees and applicants with qualified disability or religious needs
whenever possible as long as the accommodation does not cause undue hardship.
REFERENCES
To ensure that individuals who apply for employment with the Police Jury are well qualified and have a strong
potential to be productive and successful, it is the policy of the Police Jury to check the employment references
of all finalists. Former employers may be contacted. Steps will be taken to assure that those giving references
are, in fact, in positions of authority and not a personal acquaintance of the candidate.
AFTER JOB OFFER
Employment selection is contingent upon:
• A negative drug-screen
• Passing a background search (if applicable)
• Passing a motor vehicle check (if applicable)
Alcohol/Controlled and Dangerous Substance Testing:
After an applicant has been offered a job, the parish’s drug test must be passed before employment
commences, in accordance with parish ordinance requirements.
Persons 18 and over hired to work predominately with children:
When a person is hired to work predominately with children, or required to enter upon private property to
conduct their specific tasks (i.e. meter readers), a criminal background investigation will be conducted
before beginning employment, annually, and anytime the supervisor has sufficient reason to believe that
the employee may have received a conviction.
Any convictions will be reviewed to determine if a nexus between the job and the conviction exists. If a
correlation exists, the candidate/employee may not be hired or may be terminated if already employed.
Motor Vehicle Record Checks:
Any person who could possibly drive a parish-insured vehicle shall be subject to a motor vehicle (M.V.)
record check before beginning employment and every year thereafter.
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210 EMPLOYMENT CATEGORIES
It is the intent of the Police Jury to clarify the definitions of employment classifications so that employees
understand their employment status and benefit eligibility. These classifications do not guarantee employment
for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any
time is retained by both the employee and the Police Jury.
Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws.
NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws.
EXEMPT employees are excluded from the minimum or overtime provisions of federal and state wage and
hour laws. An employee's EXEMPT or NONEXEMPT classification may be changed only upon written
notification by the Police Jury management.
In addition to the above categories, each employee will belong to one other employment category:
REGULAR FULL TIME EMPLOYEES are those who are not in a temporary status and who are regularly
scheduled to work the Police Jury's full-time schedule. Generally, they are eligible for the Police Jury's benefit
package, subject to the terms, conditions, and limitations of each benefit program. Regular full-time employees
work a minimum of 30 hours each week consistently.
REGULAR PART TIME EMPLOYEES are those who are not assigned to a temporary status and who are
regularly scheduled to work less than the full-time work schedule, but at least 28 hours per week. Regular part
time employees are eligible for some benefits sponsored by the Police Jury, subject to the terms, conditions,
and limitations of each benefit program.
PART TIME EMPLOYEES are those who are not assigned to a temporary status and who are regularly
scheduled to work less than 28 hours per week consistently. They are eligible to receive all legally mandated
benefits (such as Social Security and workers' compensation insurance) and are also eligible to receive half
vacation and sick leave accruals if they work at least 24 hours per week consistently.
TEMPORARY EMPLOYEES are those whose employment is not intended to be permanent but is limited to
a general time period with no expectation of employment beyond the period specified. During the employment
with the Police Jury, the temporary employee can either be full-time or part-time. A temporary employee
either may or may not have a set schedule, and the hours are set by their direct supervisor. The temporary
employee is not eligible for benefits due to the terminal length of their employment. However, they may be
eligible for some supplemental benefits.
CONTRACTORS are those who routinely work either a full time or a part time schedule according to a
contract and who may or may not be eligible for benefits. The Police Jury offers this category in limited
classifications and to limited numbers of employees.
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220 ACCESS TO PERSONNEL FILES
The Police Jury maintains a personnel and medical file on each employee.
The personnel file includes such information as the employee’s job application, resume, records of training,
documentation of performance appraisals and salary increases, and other employment records.
The medical file contains such information as the employee’s group insurance applications, workers’
compensation information, and other medical information. The medical file is kept in a separate, locked,
restricted storage area from other personnel records.
Personnel and medical files are the property of the Police Jury, and access to the information they contain is
restricted. Generally, only persons who have a legitimate reason to review information in a file are allowed to
do so.
Employees who wish to review their own file should contact their supervisor. With reasonable advance notice,
employees may review their own personnel/medical files in the Police Jury’s offices and in the presence of an
individual appointed by the Police Jury to maintain the files.
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230 PERSONAL DATA CHANGES
It is the responsibility of each employee to promptly notify the Police Jury of any changes in personal data.
Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted
in the event of emergency, educational accomplishments, and other such status reports should be accurate and
current at all times.
If an employee has a change in personal data, he/she should contact Human Resources who will submit the
change to the appropriate section (H/R, Payroll, etc.)
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240 PERFORMANCE EVALUATIONS AND SALARY INCREASES
Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-
to-day basis. Formal performance evaluations are conducted to provide both supervisors and employees the
opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and
discuss positive approaches for meeting goals.
Special written performance appraisals may be conducted by your supervisor at any time to advise you of the
existence of performance or disciplinary problems. If you have questions about how you’re doing, or what can
be done to help you strengthen performance, please ask your supervisor to visit with you in private.
Each year, on the employee’s anniversary date, the employee’s supervisor will prepare an “annual” job
performance evaluation. If the annual evaluation is satisfactory or higher, the supervisor may recommend to
the department head an increase in salary based on evaluation.
A supervisor may deny a salary increase and re-evaluate the employee at a later date which has to be approved
by department head. If an employee receives a late salary increase because of a denial, their anniversary date
does not change nor are they entitled to retroactive pay.
Upon the approval of the Administrator, an employee may be given an additional increase if recommended by
his/her supervisor.
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250 EMPLOYMENT TERMINATIONS
There are several types of employment terminations:
RESIGNATION – voluntary employment termination initiated by an employee.
DISCHARGE – involuntary employment termination initiated by the organization.
LAYOFF – involuntary employment termination initiated by the organization for non-disciplinary reasons.
RETIREMENT – voluntary employment termination initiated by the employee meeting age, length of
service, and any other criteria for retirement from the organization.
The Police Jury will generally schedule an exit interview at the time of employment termination. The exit
interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges,
repayment of outstanding debts to the Police Jury, or return of the Police Jury-owned property. Suggestions,
complaints, and questions can also be voiced.
Terminating employees will receive their final paycheck including all hours due on the next regularly
scheduled payday.
Since employment with the Police Jury is based on mutual consent, both the employee and the Police Jury
have the right to terminate employment at will, with or without cause, at any time.
All accrued, vested benefits that are due will be paid according to the applicable policy or plan.
The employee will be notified in writing of the benefits that may be continued and of the terms, conditions,
and limitations of such continuance.
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260 EMPLOYMENT VERIFICATIONS
Confidential employment data will not be released without a written authorization and release signed by
the individual who is the subject of the inquiry.
Responses to such inquiries will be limited to information that can be substantiated by the Police Jury’s
records, and released only by the Human Resources Department. The Bossier Parish Police Jury’s general
policy is to provide only neutral references (name, title, dates of employment and verification of pay) in
response to requests by prospective employers of former employees.
No medical information will be released without a specific authorization from the employee.
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270 LABOR GRADE PLACEMENT
The Police Jury maintains a classification and pay scale to designate minimum pay and level increases for
each class of jobs. Copies of these documents are available from the Human Resource Department.
Normally, the beginning salary of a newly appointed employee is the minimum rate for the job class. A
beginning salary higher than the minimum rate for the job class may only be authorized by the Administrator.
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280 PROMOTIONS/RECLASSIFICATIONS
Promotions:
The Bossier Parish Police Jury wishes to offer an opportunity for advancement and compensation through
promotional opportunities for outstanding employees as a recognition for achieving continuous superior job
performance and continuous meritorious support for supervisors through excellent communication and
contributing to good employee morale.
A promoted employee is normally placed into a higher grade on the labor grade schedule, as recommended by
the employee’s supervisor, and approved by the employee’s department head and the Administrator.
Reclassifications:
Upon the concurrence of your department head and the Administrator, a reclassification of your position may
be recommended. For you to be reclassified, the essential functions of your job must have changed
substantially to the extent that the requirements and nature of your daily work is clearly above that of others
in your classification and you must meet all requirements (level of independence and specialization,
supervisory responsibility, education requirements) of a higher class. Earning an extra degree or certification,
or simply increasing your workload without a corresponding reassignment of more complex duties and
supervision or handling the same duties in a different way may not be grounds for reclassification.
Neither promotion nor reclassification will change an employee’s anniversary date.
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EMPLOYEE BENEFIT PROGRAMS
300 EMPLOYEE BENEFITS
Eligible employees at the Police Jury are provided a wide range of benefits. A number of the programs (such
as workers’ compensation and unemployment insurance) cover all employees in the manner prescribed by
law.
Benefits eligibility is dependent upon a variety of factors, including employee classification. The human
resource department can identify the programs for which you are eligible. Details on many of these programs
can be found elsewhere in the employee handbook or from the human resource department.
The following benefit programs are available to eligible employees:
• Benefits Continuation (COBRA)
• Bereavement Leave
• Civil Leave
• Deferred Compensation
• Dental Insurance
• Educational Assistance
• Family Leave
• Holidays
• Life Insurance
• Medical Insurance
• Military Leave
• Optional Supplemental Insurance Benefits
• Retirement Plan
• Sick Leave Benefits
• Travel Allowances
• Vacation Benefits
Some benefit programs require contributions from the employee, but most are fully paid by the Police Jury.
A general overview of payroll deductions and elective options is provided below. This information is given
simply to inform you about benefits you may be interested in. Benefits are subject to change and are not
binding, contractual, or official.
Benefits Continuation (COBRA: The federal Consolidated Omnibus Budget Reconciliation Act (COBRA)
gives employees and their qualified beneficiaries the opportunity to continue health and dental insurance
coverage for a limited amount of time under the Police Jury’s group plan when a “qualifying event” would
normally result in the loss of eligibility.
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Bereavement Leave: Up to 3 days paid time off due to the death of a family member.
Civil Leave: Time off with pay for certain judicial matters
Deferred Compensation: Optional payroll deduction for tax deferred plan
Educational Assistance: Job-related training including some college courses are offered to our employees
and paid for by the Police Jury, under certain circumstances.
Family Leave: Family medical leave of absence without pay for eligible employees who need to take time
off from work for a serious health condition or the serious health condition of a family member.
Holidays: 12 paid holidays per year
Group Health, Dental & Life Insurance: As a full-time employee you may choose to participate in the
Police Jury’s group health, dental, and life insurance plans. However, you are required to work at least 30
hours per week consistently. You will be given an opportunity to enroll at your new hire orientation by
submitting an application within your first 30 days of employment. Or, you may apply during annual open
enrollment in November.
Military Leave: Leave of absence is unpaid for persons serving in the armed forces.
Optional Insurance Benefits: You may also elect to purchase and/or have premiums deducted from your
paycheck for supplemental life insurance, cancer insurance, disability insurance and deferred compensation
if authorized by the Police Jury. You will be given a contact information sheet for Supplemental Insurance
Companies and Deferred Compensation at new hire orientation.
Retirement: If you work a regular schedule of 28 hours per week or more, and are under the age of 55, you
must participate in the Parochial Employees’ Retirement System (PERS) instead of Social Security. This
is a retirement system for local governmental staff in Louisiana. You will be asked to enroll at your new
hire orientation and will receive a handbook about the system. If you are age 55 or older and have 40
quarters or more credit with Social Security you may choose to opt out of the retirement plan. This will
also be discussed at your new hire orientation.
Post-Retirement Benefits:
If a full-time employee of the Bossier Parish Police Jury, including an elected official, retires from active
service and draws monthly retirement benefits from the retirement system to which he/she contributed
while on the Police Jury payroll, and has at least 15 years of active service with the Police Jury, he/she is
allowed to maintain his/her group insurance, with the Police Jury participating at the same percentage as
for active employees (adopted 4/11/89).
Please note: As of January 1, 1997, Police Jurors are eligible for group health benefits ONLY (No
PERS, Sick, Vacation or Holiday Pay).
Page 29 of 84
If a Police Jury member who has been elected to two terms leaves Police Jury employment, he/she may
maintain his/her group insurance, if he/she pays the entire premium cost. (adopted 4/11/89).
Sick Leave: Paid time off for an employee’s or a family member’s illness
Travel Allowances: Pay for mileage and meals while traveling out of town for approved training
Vacation Leave: Paid time off for earned leave
Workers’ Compensation Insurance: A comprehensive workers' compensation insurance program at no cost
to employees. This program covers employees of the Police Jury who sustain work-related injuries.
Page 30 of 84
305 VACATION BENEFITS
Vacation time off with pay is available to eligible employees to provide opportunities for rest, relaxation, and
to conduct personal business. Employees in the following employment classification(s) are eligible to earn and
use vacation time as described in this policy:
o Regular full-time employees who work a minimum of 30 hours per week consistently.
The amount of paid vacation time employees receive each year increases with the length of their employment,
and accrues each pay period as follows:
Service
Vacation accrual
(per pay period)
Vacation accrual
(total hours accrued
on anniversary date)
Vacation accrual
(total days accrued
on anniversary date)
First year
1.54 hours
40 hours
5 days
Second through ninth
year:
3.08 hours
80 hours
10 days
Tenth year
3.39 hours
88 hours
11 days
Eleventh year
3.69 hours
96 hours
12 days
Twelfth year
4.00 hours
104 hours
13 days
Thirteenth year
4.31 hours
112 hours
14 days
Fourteenth year and
thereafter
4.62 hours
120 hours
15 days
The length of eligible service is calculated on the basis of a "benefit year.” This is a 12-month period that
begins when an employee is employed in a position which is eligible for vacation time. An employee's benefit
year may be extended for any significant leave of absence except military leave of absence. Military leave has
no effect on this calculation.
To take paid vacation, employees must request advance approval from their supervisors. Vacation requests
will be considered based on business needs and staffing requirements.
Vacation time is paid at the employee's base pay rate at the time of vacation. It does not include overtime or
any special forms of compensation such as shift differentials.
In the event that available sick and vacation is not used by the end of the benefit year, employees will be
allowed to carry over all unused leave.
Upon employment termination, unused vacation benefits will be paid up to 1,040 hours. Accumulated
vacation leave, or a portion thereof, may be converted to additional retirement benefit credit upon application
for normal retirement, based on the rules and regulations determined by the retirement system to which they
contribute.
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310 HOLIDAYS
The Police Jury will grant paid holiday time off to regular full-time employees who work at least 30 hours per
week consistently on the holidays listed below:
1. New Year’s Day (January 1) 8. Labor Day (First Monday in September)
2. Martin Luther King, Jr. Day (3
rd
Monday in January) 9. Veteran’s Day (November 11)
3. President’s Day (3
rd
Monday in February) 10. Thanksgiving Day (Fourth Thursday in November)
4. Good Friday (Friday before Easter) 11. Day after Thanksgiving
5. Memorial Day (Last Monday in May) 12. Christmas Eve (December 24)
6. Independence Day (July 4) 13. Christmas Day (December 25)
7. Juneteenth (3
rd
Saturday in June but will be observed the day before)
Paid holiday time off will be granted to all regular full-time employees who work at least 30 hours per week
consistently immediately upon assignment to an eligible employment classification. Holiday pay will be
calculated based on the employee’s base pay rate (as of the date of the holiday) times the number of hours the
employee would otherwise have worked on that day. For each hour or holiday work, employees receive
holiday premium pay in addition to their rate of basic pay. Holiday premium pay is equal to an employee’s
rate of basic pay. Employees who are required to work on a holiday receive their rate of basic pay, plus holiday
premium pay, for each hour of holiday work – i.e., double or 200 percent of their rate of basic pay.
A recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized holiday
that falls on a Sunday will be observed on the following Monday.
For a calendar year when Christmas holidays fall on the weekend, days off in observance of Christmas Eve
and Christmas Day shall be as follows:
1. When Christmas Eve falls on Friday and Christmas Day falls on Saturday; Thursday, December 23
rd
,
and Friday, December 24
th
, will be recognized and observed as Christmas holidays.
2. When Christmas Eve falls on Saturday and Christmas Day falls on Sunday; Friday, December 23
rd
and
Monday, December 26
th
, will be recognized and observed as Christmas holidays.
3. When Christmas Eve falls on Sunday and Christmas Day falls on Monday; Monday, December 25
th
and Tuesday, December 26
th
, will be recognized and observed as Christmas holidays.
To be paid holiday pay while on medical/sick leave, an eligible employee MUST be in pay status for at least
four (4) hours on the regular business day before and after the observed holiday. Pay status means paid sick
leave, paid vacation leave, or physical hours worked.
Holidays are not counted in the 40-hour workweek computation for overtime pay.
Page 32 of 84
315 WORKERS’ COMPENSATION INSURANCE
The Police Jury provides a comprehensive workers' compensation insurance program at no cost to employees.
This program covers employees of the Police Jury who sustain work-related injuries. After employment is
secured, a new employee must notify the Police Jury of any prior injuries or disabilities. This information will
not be made available during the hiring process and will not impact the employee's employment with the Police
Jury, unless determined employee misrepresented information on the Second Injury Board Knowledge
Questionnaire.
Employees who sustain work-related accidents, injuries or illnesses are required to inform their supervisor
immediately. No matter how minor an on-the-job accident, illness or injury may appear, it is important that it
be reported immediately. This will allow the employee to receive appropriate medical treatment and enable an
eligible employee to qualify for coverage as quickly as possible.
Neither the Police Jury nor the insurance carrier will be liable for the payment of workers' compensation
benefits for injuries that occur during an employee's voluntary participation in any off-duty recreational, social,
or athletic activity sponsored by the Police Jury.
Once an employee becomes eligible to receive workers’ compensation benefits as determined by the worker’s
compensation carrier, they will be placed on a leave of absence without pay by the Police Jury and will begin
receiving their workers’ compensation benefit checks directly.
If the employee qualifies for Family Medical Leave, those guidelines will also apply.
If the employee does not qualify for Family Medical Leave, they may be granted a leave of absence if approved
by the Administrator. However, if they choose to maintain optional benefits such as health and/or dental
insurance, they may be required to pay the entire premium.
If at any time during the leave of absence it is determined that an employee will not be able to return to work
in his/her previous capacity, he/she may be offered an alternative position/salary if available. If an alternative
position/salary is not available, the employee may be administratively terminated.
Employees will be required to submit a doctor’s release prior to returning to work in any capacity.
Page 33 of 84
320 SICK LEAVE BENEFITS
The Police Jury provides paid sick leave benefits to all eligible employees for periods of temporary absence
due to illnesses or injuries. Eligible employee classification(s):
* Regular full-time employees who work a minimum of 30 hours per week consistently
* Regular part-time employees who work a minimum of 28 hours per week consistently but
less than 30 hours per week consistently shall accrue sick leave at one-half the amount listed
below.
Eligible employees will receive sick leave benefits at a rate of 3.69 hours per pay period. Sick leave
benefits begin at hire date. Employees may request use of paid sick leave after 90 days of employment.
However, an employee who experiences extenuating circumstances may request sick pay prior to the 90-
day term, to be approved at the discretion of his/her supervisor.
Eligible employees may use sick leave benefits for an absence commensurate to FMLA for their own illness
or injury or that of an immediate family member.
Employees who are unable to report to work due to illness or injury should notify their direct supervisor
before the scheduled start of their workday if possible. The direct supervisor must also be contacted on
each additional day of absence before the scheduled start of their workday unless other arrangements have
been made ahead of time. If an employee calls in sick three (3) workdays in a year, a doctor’s excuse is
required.
The employee will not be disciplined for legitimate use of sick days, if taken with procedural guidelines.
Evidence of illness, including a doctor’s statement, may be required if there is reason to believe that such
leave days were not used for the purpose set forth, including an employee’s use of a sick day on the day
before or after a holiday or weekend. An employee may be placed on proof of illness or injury status by
notifying the employee that future use of sick time must be substantiated. The supervisor will state the
reasons for placing the employee on proof status and will specify the type of substantiation required in
addition to the length of proof status. If an employee on proof fails to provide a medical statement which
verifies he/she was seen by a medical practitioner on the date in question, the employee will not be allowed
to use accumulated sick leave and may be subject to docking and/or discipline. If a supervisor demands
an additional form of proof different from that which is furnished and involves cost to the employee, the
Police Jury shall reimburse the employee the cost of such professional charges, when such verifies the
employee was not abusing sick leave.
Sick leave benefits will be calculated based on the employee's base pay rate at the time of absence and will
not include any special forms of compensation, such as overtime.
Unused sick leave will be allowed to accumulate without limit. Accumulated sick leave, or a portion
thereof, may be converted to additional retirement benefit credit upon application for normal retirement,
based on the rules and regulations determined by the retirement system to which they contribute.
Page 34 of 84
Sick leave benefits are intended solely to provide income protection in the event of illness or injury, and
may not be used for any other absence. Misuse of sick leave benefits may result in disciplinary action.
Unused sick leave benefits will not be paid to employees while they are employed or upon termination of
employment.
Page 35 of 84
325 BEREAVEMENT LEAVE
If an employee wishes to take time off due to the death of a family member, he/she should notify his or her
supervisor immediately.
Up to three days of paid bereavement leave may be provided to regular full-time employees who work a
minimum of 30 hours per week consistently.
Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any
special forms of compensation such as overtime.
Any employee may, with the supervisor's approval, use any available paid vacation leave for additional time
off as necessary.
For the purposes of this policy, the Police Jury defines a “family member" as the employee's spouse, parent,
child, sibling, mother-in-law, father-in-law, brother- or sister-in-law, grandparents and grandchildren.
Page 36 of 84
330 CIVIL LEAVE
Regular employees will be allowed time off without loss of pay for the following purposes related to our
judicial system, as needed:
o When called for performing jury duty in local, district, state, or federal court.
o When subpoenaed or called before a court, public body or commission, or to give a deposition in
matters strictly related to police jury business.
o When subpoenaed as a witness in any other civil or criminal court matter which is not police jury
related business, up to a maximum of two work days in any 12-month period.
To receive pay for civil leave, it is the employee’s responsibility to provide official court notice upon receipt
to their supervisor. He/she will be expected to return to work after such duty if a reasonable amount of time
remains during the regular work day.
The employee will be paid for regularly scheduled hours missed due to service listed above, and must turn
over to the police jury any compensation that he/she receives for such service.
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335 BENEFITS CONTINUATION (COBRA)
The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified
beneficiaries the opportunity to continue health and dental insurance coverage for a limited amount of time
under the Police Jury’s group plan when a “qualifying event” would normally result in the loss of eligibility.
Some common qualifying events are resignation, termination of employment, or death of an employee; a
reduction in an employee’s hours or a leave of absence; an employee’s divorce or legal separation; and a
dependent child no longer meeting eligibility requirements.
Under COBRA, the employee or beneficiary pays the full cost of coverage at the Police Jury’s group rates
plus an administration fee, if charged.
The Police Jury provides each eligible employee with a written notice describing rights granted under COBRA
when the employee becomes eligible for coverage under the Police Jury’s group insurance plan. The notice
contains important information about the employee’s rights and obligations.
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340 EDUCATIONAL ASSISTANCE
The Police Jury recognizes that the skills and knowledge of its employees are critical to the success of the
organization. The educational assistance program encourages personal development through seminars, short
term training, college courses from an accredited college, and informational courses offered on the job and
through meetings. These expenses must be pre-approved by your department head for budgetary adherence
and applicability to your job.
Training Expenses
When the budget allows, the Parish governing authority may pay all expenses of employees attending
job-related training courses and shall encourage such attendance. Hourly employees will be paid at their
regular rate of pay for travel time and hours spent in an approved seminar. Mileage will also be paid at the
applicable rate for employees using their personal vehicle for approved training. See travel guide for
reimbursement procedures.
College Courses
➢ College Courses must be taken on the employee’s own personal time.
➢ No mileage will be paid.
➢ Employees must work a minimum of 40 hours per week consistently
➢ In order to receive reimbursement for college courses, the following requirements must be met:
• The course must pertain to the employee’s PRESENT POSITION (as determined and
approved by the Department Head and Parish Administrator).
• The employee must make a grade of at least a “B” in the course where letter grades are
given and a “pass” where pass/fail grades are used.
• To obtain payment, after completing the course, the employee must submit the following
to the Administrator:
1) A written request for payment
2) Proof of his/her grade
3) Receipts for tuition and books
➢ Employees who receive financial assistance from Bossier Parish Police Jury for education and
subsequently terminate employment with Bossier Parish Police Jury within 5 years after course
completion shall be required to reimburse Bossier Parish Police Jury all monies received for
educational expense assistance.
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350 OPEN DOOR COMMUNICATIONS AND PROBLEM SOLVING
It is the desire of the Bossier Parish Police Jury to create a friendly, open work environment. When
communication lines are kept open, all benefit from day-to-day work relations that can be pleasant and
enjoyable. To help ensure that lines of communication are kept open, staff is encouraged to raise concerns
and issues with appropriate parties. The Police Jury encourages two-way communication for involved
parties to discuss work-related problems and issues. Supervisors are responsible for listening and to
respond, if necessary, in a timely fashion.
To protect the Bossier Parish Police Jury’s friendly work atmosphere, all employees are expected to treat
each other with respect and to conduct themselves professionally and courteously when discussing
concerns or issues. Communications should focus on facts and resolving issues.
All employees are expected to work well together regardless of personal feelings for one another.
Cooperative teamwork is essential to the Police Jury’s ability to serve our citizens, and is accordingly, part
of every employee’s job responsibility. Personality conflicts are counter- productive and create unnecessary
tension among our work team. Whenever there is a disagreement or concern, the parties involved should
attempt to work out a solution among themselves through open, honest communication. If assistance is
needed, a request should be made to the appropriate supervisor. If a supervisor is one of the parties
involved, the assistance of the human resource manager as a mediator or neutral observer may be requested.
The human resource manager may counsel with all parties present for a solution, but resolution of the
problem is the responsibility of the parties involved. Should no mutually acceptable solution be reached,
any of those involved may invoke the grievance procedure. Emphasis on this section is on problem solving
rather than the process.
Page 40 of 84
355 GRIEVANCE PROCEDURES
It is the intent of the Bossier Parish Police Jury to be equitable in the supervision and management of all
employees. If an employee believes that he or she has been treated unfairly or illegally with regard to personnel
actions, working conditions or supervision, he/she may request a conference with his/her immediate
supervisor. If the employee is not satisfied after meeting with his/her immediate supervisor, he or she may
request a meeting with the next higher level of supervisor, i.e.: the supervisor's supervisor (then to the Library
Board for library staff).
If the employee is still not satisfied after these steps, he/she may file a written grievance using the following
procedure:
1. If the employee is not satisfied with the outcome of the meetings with his/her supervisors as noted
above, he/she may submit a Grievance Form to the Human Resources Department of the Bossier Parish
Police Jury within three (3) working days of the last meeting with a supervisor. Please use the form
provided following this policy or request one from the Human Resources Department.
2. The Human Resources Department will review the grievance and consult with the Administrator.
3. The Administrator will notify the employee of his/her decision in writing within five (5) working days.
If the grievance is with the Administrator, the employee should submit his/her grievance form to the President
of the Police Jury. The President will notify the employee of his/her decision in writing within five (5) working
days.
Retaliation against an employee who files a complaint is strictly prohibited and will not be tolerated and is
grounds for corrective action up to and including termination.
Internal Investigations
All employees are expected to cooperate completely in any internal investigation conducted by the Police Jury.
This shall include investigations conducted of another employee while that employee is on administrative or
disciplinary suspension or cooperation with the Administrator/President of the Police Jury or their
representatives during grievance procedures. It shall also include investigations into any claims of
discriminatory conduct, illegal conduct or other improper conduct of parish employees. Failure of an employee
to cooperate with any investigation as defined herein shall result in disciplinary action or termination.
Page 41 of 84
GRIEVANCE FORM
Employee
Name__________________________________________________________________________________________
Job
Title___________________________________________________________________________________________
Name of Immediate
Supervisor______________________________________________________________________________________
Statement of Complaint (Be
Specific) _______________________________________________________________________________________
Date of
Incident________________________________________________________________________________________
Date of Last Meeting
With Supervisor _________________________________________________________________________________
Name of
Witness(s)______________________________________________________________________________________
______________________________________________________________________________________
Description of Complaint (Please give as much information as
possible):
______________________________________________________________________________________________
______________________________________________________________________________________________
______________________________________________________________________________________________
______________________________________________________________________________________________
______________________________________________________________________________________________
Employee
Signature______________________________________________________________________________________
Date_____________________________________Time____________A.M./P.M.
Administrator/Police Jury President Signature_________________________________________________________
Date Received _______________________Time Received_______________________
Page 42 of 84
365 CELLULAR TELEPHONE POLICY
To ensure that the Parish Administrator or his designated appointee has the ability to readily communicate
with key employees during times of need, certain employees may be required to carry a cellular telephone
(cell phone).
Some employees may be given a parish-owned cell phone to use for official parish business. Occasionally,
these employees may need to make or receive personal calls on their parish-owned cell phone. This is
permissible as long as personal usage is kept to a minimum and the parish is reimbursed. Department heads
will be responsible for tracking and verifying their employees’ personal cell phone usage. Employees will
be responsible for payment of all costs associated with personal usage above the minimum amount allowed
by the Administrator. Payment for personal usage must be received in a timely manner.
Other key employees may receive a monthly allowance to purchase their own personal cell phone plan or
for the reimbursement for usage of their current personally-owned cell phone.
Employees receiving a monthly allowance must comply with the following regulations:
* Employees will be responsible for payment and all fees associated with the purchase, maintenance,
and use of their cell phone and must keep them in working order.
* The local service area of the cell phone shall be no less than 100 miles from the geographical
boundaries of Bossier Parish.
* Employees will promptly report any changes in cell phone number or service to the Administrator.
Employees are allowed to have their personal cell phones at their work area; however, if it is determined
that the use of the personal cell phone is a distraction to providing quality of work or is interfering with the
amount of work produced, the employee may be required to leave their personal cell phone in their vehicle.
If continued abuse of personal cell phone use takes place, discipline may occur.
Employees should keep personal calls, land-line or personal cell phone, during work-time to a minimum,
and use personal cell phones for an emergency or during break or lunch periods. If you have your personal
cell phone at work, your ringer should be silenced.
Page 43 of 84
370 LUNCH PERIODS
Supervisors will schedule lunch periods to accommodate operating requirements and lunch period
lengths/times will vary depending on your department’s schedule. The standard lunch period shall consist
of thirty (30) minutes.
Employees may not voluntarily work through lunch without prior permission of his/her supervisor.
Page 44 of 84
375 OVERTIME
When operating requirements or other needs cannot be met during regular working hours, employees may
be scheduled to work overtime hours. When possible, advance notification of these mandatory assignments
will be provided. All overtime work must receive the supervisor’s prior authorization. Overtime
assignments will be distributed as equitably as practical to employees qualified to perform the required
work.
Failure to work assigned overtime may result in disciplinary action, up to and including possible
termination of employment.
Overtime for nonexempt employees will be paid for all hours worked over 40 hours in a work week and
according to the Fair Labor Standards Act (FLSA). Paid and unpaid leave or time off, including holidays,
vacation, sick leave, civil leave, workers’ compensation leave, military leave, family leave, and
bereavement leave are not counted for purposes of calculating overtime.
If an employee should need to be off duty during assigned work hours (including assigned overtime), they
will be required to utilize applicable accrued paid leave.
Page 45 of 84
TIMEKEEPING/PAYROLL
400 TIMEKEEPING
Accurately recording time worked is the responsibility of every nonexempt employee. Federal and state
laws require the Police Jury to keep an accurate record of time worked in order to calculate employee pay
and benefits. Time worked is all the time actually spent on the job performing assigned duties.
Nonexempt employees should accurately record the time they begin and end their work, as well as the
beginning and ending time of each meal period. They should also record the beginning and ending time of
any split shift or departure from work for personal reasons. Overtime work must always be approved before
it is performed.
Time will be entered on the timesheet as follows:
• Regular Hours: Total hours worked in a payroll period up to a total of 40 hours per work week.
Regular hours are paid at the employee’s current rate of pay.
• Overtime Hours: Total hours worked in a payroll period which exceeds 40 hours per work
week. Overtime hours are paid at 1.5 times the employee’s current rate of pay.
• Vacation Hours: Total hours employee is paid in accordance with the vacation policy during
the pay period.
• Sick Hours: Total hours employee is paid in accordance with the sick leave policy during the
pay period.
• Holiday Hours: Total hours during the payroll the employee is paid in accordance with the
Holiday Policy.
• Other Hours: Total hours during the payroll period the employee is paid for bereavement leave,
civil leave, and workers’ compensation hours.
The work week begins on Monday at 0001 and ends on Sunday at 2400 and are 2 weeks in duration.
There are 26 pay periods in a year.
Altering, falsifying, tampering with time records, or recording time on another employee’s time record
may result in disciplinary action, up to and including termination of employment.
REPORTING
You should notify your supervisor as much in advance as is possible when you are absent or late for any
reason, but no more than 15 minutes after the beginning of your scheduled shift except in the most unusual
and extreme circumstances. Calling in your absence more than 15 minutes after your shift begins is
considered a “failure to report” which may result in corrective action.
Nonexempt employees should report to work no more than 15 minutes prior to their scheduled starting
time nor stay more than 15 minutes after their scheduled stop time without express, prior authorization
from their supervisor.
Page 46 of 84
It is the employee’s responsibility to sign his or her timesheet to certify the accuracy of all time recorded.
The supervisor will review and then initial the timesheet before submitting it for payroll processing.
In addition, if time is not recorded accurately on the timesheet, payment may be delayed until both the
employee and the supervisor verify the accuracy of the changes by initialing the timesheet.
Page 47 of 84
410 PAYDAYS
All employees are paid bi-weekly (every two weeks). Each paycheck will include earnings for all work
performed through the end of the previous payroll period. In the event that a regularly scheduled payday
falls on a holiday, every effort will be made to pay on the last day of work before the regularly scheduled
payday.
If a regular payday falls during an employee’s vacation, the employee’s paycheck will be available for pick
up or may be mailed on payday. Employees should notify their supervisor of their preference prior to
leaving for vacation. If the employee does not notify the supervisor of a preference, the check will be held
for him/her until he/she returns to work.
The Bossier Parish Police Jury offers its employees the option of having their paycheck directly deposited
into their checking or savings account. If you choose this option, it will remain in effect throughout your
employment, unless you request a change. You may also elect to have a portion of your paycheck deducted
for deposit into a credit union or other bank account.
Page 48 of 84
WORK CONDITIONS & HOURS
500 SAFETY
To assist in providing a safe and healthful work environment for employees, customers, and visitors, the
Police Jury has established a workplace safety program. Safety is a top priority for the Police Jury. The
Public Works Director has the responsibility for implementing, administering, monitoring, and evaluating
the safety program at the Highway Department. Other department heads will be responsible for making
appropriate policies for their employees as required for the protection of employees, visitors, and the public.
Its success depends on the alertness and personal commitment of all.
The Police Jury provides information to employees about workplace safety and health issues through
regular internal communication channels such as safety meetings, department head meetings, supervisor-
employee meetings, bulletin board postings, memos, or other written communications.
Employees and supervisors receive periodic workplace safety training. The training covers potential safety
and health hazards and safe work practices and procedures to eliminate or minimize hazards and workplace
injuries.
Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or
suggestions for improved safety in the workplace are encouraged to raise them with their supervisor, or
with another supervisor or manager. Reports and concerns about workplace safety issues may be made
anonymously if the employee wishes. All reports can be made without fear of reprisal.
Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees
must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety
standards, cause hazardous or dangerous situations, fail to report, or, where appropriate, remedy such
situations, may be subject to disciplinary action, up to and including termination of employment.
In the case of accidents that result in injury, regardless of how insignificant the injury may appear,
employees will immediately notify their supervisor. Such reports are necessary to comply with laws and
initiate insurance and workers’ compensation benefit procedures. (Revised 8/21/02).
Each Bossier Parish Police Jury location has an evacuation plan. It is the responsibility of the supervisors
at each location to communicate the evacuation plan and practice it with the employees.
The Police Jury has an on-going environmental monitoring program in the Bossier Parish Courthouse. Any
deviation from normal limits will be reported to affected areas immediately.
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510 ACCIDENT/INJURY POLICY
In the event that someone is injured within the courthouse, on courthouse property, or any other property
of the Bossier Parish Police Jury, it is of utmost importance that immediate action be taken by those
designated as first responders. First responders within the courthouse are typically E-911 or the Bossier
Parish Sheriff’s Security Guards posted at the main entrance to the courthouse. The security guards monitor
cameras that record activity within the courthouse and on courthouse grounds. Other properties of Bossier
Parish Police Jury may or may not have designated first responders therefore, when someone is injured the
first person on the scene should follow the protocol listed below. Should the injured party not require to
be transported by ambulance, the injured party should report immediately to Willis Knighton Work Kare-
Bossier at 2300 Hospital Dr # 360, Bossier City, LA 71111. If Willis Knighton Work Kare-Bossier is
closed, the injured party should then report immediately to Willis Knighton Bossier Emergency Room at
2400 Hospital Dr, Bossier City, LA 71111.
1. Find out the extent of the injuries and if immediate medical care is needed. If immediate medical
care is needed, be sure to get the name and contact information of the injured party.
2. Collect as much information as possible from the injured person to include: name, address,
telephone number, who they work for, what business they were attending to in the courthouse or
on police jury property. If practical, take a statement from the person as to exactly what happened.
3. If there was a witness to the injury, take a statement from that party as well and being sure to include
their name, address and contact information.
4. Once complete, please provide a copy of the information to the Bossier Parish Police Jury, Human
Resources Office.
Forms to be used in case of injury within the Bossier Parish Courthouse or on BPPJ property are made
available by the Bossier Parish Police Jury office. Please call (318) 965-2329 for further information or if
you need additional forms.
Page 50 of 84
530 PARISH VEHICLE POLICY AND AGREEMENT
The purpose of this Policy is to ensure the safety of those individuals who drive Bossier Parish Police Jury
(BPPJ) vehicles. Vehicle accidents are costly, but more importantly, they may result in injury to you or
others. It is the driver's responsibility to operate the vehicle in a safe manner and to drive defensively to
prevent injuries and property damage. This agreement is not intended to replace section 530 (use of
equipment and vehicle and safety policy) as outlined in the BPPJ Policies & Procedures manual.
OPERATIONAL REQUIREMENTS
• You are authorized to drive a BPPJ vehicle while on official parish business only. Drive the vehicle
with due regard for all traffic regulations, your own safety and the safety of pedestrians and other road
users.
• Do not drive the vehicle while under the influence of alcohol or drugs.
• If you take medication that is likely to affect your ability to drive safely, you must advise your
supervisor accordingly.
• You must produce a valid driver’s license when requested. You shall immediately notify your
supervisor if your driver’s license is revoked or suspended, and discontinue operation of any BPPJ
vehicle. Failure to do so may result in disciplinary action, including dismissal.
• Do not use a mobile phone in the vehicle while driving unless it is being used on hands-free operations.
• Do not try to perform other tasks which may impede your ability to focus on safely operating the vehicle
while it is in motion.
• Ensure that all occupants, including you wear safety belts when the vehicle is in operation.
• Ensure that the vehicle is not driven by an unlicensed driver and is only driven by yourself or someone
who has authorization to drive a BPPJ vehicle.
VEHICLE CARE, SECURITY AND ADMINISTRATION
• Ensure that there is no smoking or chewing of tobacco products in the vehicle.
• Ensure the vehicle is kept clean inside and out and is roadworthy at all times and is maintained in good
condition subject to wear and tear and has a current displayed registration sticker.
• Ensure that all maintenance and services scheduled by the manufacturer are carried out in accordance
with their recommended time/mileage guidelines.
• Keep the vehicle locked at all times when not in use.
• Never leave keys in unattended vehicle.
• Do not ignore vehicle warning lights/sounds systems (such as oil/engine management etc.) and have
vehicle checked as soon as possible after such warnings commence.
• Make the vehicle and its service records available to your supervisor on request for the purpose of an
inspection to determine that the vehicle performance and appearance comply with this policy.
• Please notify the supervisor if any equipment, machines, tools, or vehicles appear to be damaged,
defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could
prevent deterioration of equipment and possible injury to employees or others. The supervisor can
answer any questions about an employee’s responsibility for maintenance and care of equipment or
vehicles used on the job.
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• Authorized drivers must report any citations either on or off the job to his/her supervisors by the next
work day or within 72 hours.
• If an employee becomes ineligible to qualify for a Commercial Driver’s License (CDL) required for
his/her job, he/she may be demoted to a classification that does not require a CDL driver’s license until
he/she becomes reinstated.
• The Bossier Parish Police Jury reserves the right to conduct searches consistent with federal, state and
local law, and to inspect any packages, parcels, purses, handbags, brief cases, desks, lockers, tool boxes,
file cabinets, lunch boxes, computer files, electronic mail, vehicles or any other possessions or articles
carried to and from the workplace or worksite. In this regard, it should be noted that all offices, desks,
files, lockers, equipment, etc. are the property of the Bossier Parish Police Jury and are issued for the
use of employees only during their employment.
• The Bossier Parish Police Jury assumes no liability for the damage, loss or theft caused by third parties
to the personal property of employees while working or located on a worksite, including parking lots.
All personal property left following an employee’s departure will be considered abandoned.
WHAT TO DO IN CASE OF AN ACCIDENT
If you are involved in an accident, it is necessary to follow the procedures outlined below:
1. If anyone is hurt, call for medical assistance.
2. Immediately following an accident, stop and investigate what damage might have occurred to
the vehicle.
3. Get the names and address of the owner(s) and driver(s) involved, license number and
registration number on the car(s) involved and the names and addresses of any passenger(s) in
the vehicle connected with the accident.
4. Get the name of the other party’s insurance company and insurance policy number.
5. Get the names and addresses of witnesses, if any.
6. Express no opinion as to who was at fault. Give no information except as required by law
enforcement officers.
7. Notify your Supervisor, the Highway Department and the Human Resources Manager as
soon as possible preceding the accident so a preliminary accident report may be taken.
Bossier Highway Department - Andrea Richardson - (318) 965-3752
Human Resources Manager - Lisa Wilson - (318) 965-3711
8. If any demand, claims or summons is served to an employee involved in an accident asserting
liability against the employees, contact the parish Fleet Administrator immediately.
9. If a collision involves an unattended vehicle, you must attempt to notify the owner. If that is not
possible, attach a note to the vehicle asking the owner to contact you or the Highway
Department.
There are NO EXCEPTIONS to the above requirements.
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VEHICLE RELATED COSTS THAT YOU MUST PAY FOR
• You are responsible for the payment of parking and traffic violations. The BPPJ is not responsible
for any fines.
• You are responsible for cleaning your vehicle inside and outside.
You will be required to pay all expenses related to the following:
• Driving While Intoxicated
• Driving While Under the Influence of Drugs
• Operating During a period of Suspension or Revocation
• Reckless Driving
• Speed Contest (racing)
• Unauthorized use driving
SAFE DRIVING RULES
Driving long distances requires planning and appropriate rest breaks. Before starting out on a long trip
you should:
• Ensure you have enough sleep before your trip.
• Avoid consumption of alcohol prior to and during driving
• Stop if you feel drowsy – take a short break (15-20 minutes)
MAINTENANCE
You are responsible for scheduling maintenance and repairs. All non-standard maintenance / repair work
must be authorized by your supervisor prior to such work being undertaken. Vehicle servicing is to be
conducted at the dealership where the vehicle was purchased unless other arrangements have been made
with your supervisor.
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DRIVER ACKNOWLEDGMENT
I acknowledge that the information contained in this Policy has been reviewed with me. As a driver
of a company vehicle, I understand that it is my responsibility to operate the vehicle in a safe manner
and to drive defensively to prevent injuries and property damage.
Name: _________________________________________
Signature: _________________________________________
Driver’s License No. ___________________________________
License Expiration Date: ______ / _____ / ________
Date: ______ / ______ / ________
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540 COMPUTERS AND ELECTRONIC COMMUNICATIONS
The purpose of this policy is to ensure that computers, electronic equipment, Internet and e-mail access,
voice mail, and other forms of electronic communications furnished by the parish are used by employees
in all offices of the parish to improve the efficiency and effectiveness of our programs and services. Each
employee has a duty to maintain and enhance the image of the Police Jury and to use office electronic
technology in a productive manner. Therefore, this policy is intended to establish guidelines as to the proper
use of office computers and electronic communications and applies to all employees of the parish who
operate parish owned computers and/or access provided internet services. All use of the parish desktop
computers, notebook PC’s, servers and internet communications, including e-mail, must conform to the
guidelines presented in this policy.
The Bossier Parish Police Jury reserves the right to monitor parish owned computers, server and application
systems, all e-mail transmissions and internet connections to service providers; the parish may, at its
discretion and without notice, monitor employee use of organization-provided internet access and services
at any time. Information passing through or stored on parish equipment may be monitored and may be
archived for storage.
Users should have no expectation of privacy when using parish owned, leased or parish provided internet
access and services.
• Parish equipment is to be used for purposes related to our official business and not for commercial,
political or personal gain.
• Property of the Bossier Parish Police Jury shall not be removed from the premises without proper
authorization from the Administrator.
• Users of parish computers, electronic communications equipment and systems are expected to
comply with all parish policies, as well as applicable state and federal laws, including copyright,
discrimination, harassment, defamation, libel, and slander laws.
• Employees are expected to exhibit courtesy and professionalism in all electronic communication.
Use of the parish computers and electronic communications systems for writing, producing,
sharing, retrieving, transmitting, or receiving any communications or images which are related to
or include any of the following are strictly prohibited: illegal activities; offensive content of any
kind, including pornographic material; content that promotes discrimination on the basis of race,
gender, national origin, age, marital status, sexual orientation, religion or disability; threatening or
violent behavior; gambling and wagering; racial messages; messages that misrepresent yourself or
the Bossier Parish Police Jury.
• Information systems employees shall observe the highest possible degree of confidentiality in the
discharge of their duties; however, complete privacy cannot be guaranteed. Therefore, neither the
parish nor any of its offices shall be responsible or liable for the disclosure of personal information
in the event that an employee chooses to send such information via electronic media.
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• Only properly licensed software may be loaded onto the parish’s computers. Such software may
only be loaded by authorized information systems employees at the request of a supervisor and with
the approval of the Administrator.
Violations of this policy will result in disciplinary action leading up to and including termination of
employment and civil and/or criminal prosecution under federal and/or state laws.
Social Media
Social media includes all means of communicating or posting information or content of any sort on the
Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site,
social networking or affinity web site such as Facebook, web bulletin board or a chat room, whether or not
associated or affiliated with the Bossier Parish Police Jury, as well as any other form of electronic
communication. Ultimately, you are solely responsible for what you place online. Before creating online
content, carefully read these policies and procedures, particularly the Harassment and Discrimination
Policy, and ensure your content is consistent with these policies and procedures. Inappropriate content
such as discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful
conduct will not be tolerated and may subject you to disciplinary action up to and including termination.
Refrain from using social media while on work time or on equipment we provide, unless it is work-related
as authorized by your manager and consistent with this Computer and Electronic Communication Policy.
Do not use a Bossier Parish Police Jury email address to register on social networks, blogs or other online
tools utilized for personal use.
Employer Social Media Ownership
Any and all social media and other online accounts and profiles created or used by employees on behalf of
the Bossier Parish Police Jury for the purpose of promoting or marketing or similar business purposes,
including such accounts and profiles featuring or displaying the Bossier Parish Policy Jury or related
agency's name and trademarks ("Company Social Media Accounts"), belong solely to the Bossier Parish
Policy Jury. The Bossier Parish Policy Jury owns all Company Social Media Accounts regardless of the
employee who opens the account or uses, manages, or accesses it. Each Company Social Media Account
includes any and all log-in information, data, passwords, trademarks, and content related to the profile or
account, including all followers, subscribers, and contacts. Company Social Media Accounts do not include
any social media accounts or profiles that are created or used by you primarily for your own personal use.
You agree that you will not create, develop, or maintain any Company Social Media Accounts without the
Bossier Parish Policy Jury 's express prior authorization. All the Bossier Parish Policy Jury Social Media
Accounts shall, where possible, be registered, in whole or in part, using the Bossier Parish Policy Jury or
Agency's name and contact information. After registration, the log-in and password information for each
the Bossier Parish Policy Jury or related Agency’s Social Media Account shall promptly be reported to
your Department Head and may not be changed thereafter without prior express authorization from the
Department Head.
Upon the Bossier Parish Policy Jury or related Agency 's request at any time during the course of
employment or immediately on and after your separation of employment from the Bossier Parish Policy
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Jury or related Agency for any reason, you agree to cease accessing, using, updating, and modifying the
Company Social Media Accounts.
Upon your separation of employment from the Bossier Parish Policy Jury or related Agency for any reason,
the Bossier Parish Policy Jury or related Agency will retain ownership and control of all Company Social
Media Accounts created or used during the course of your employment, including all related data and
information. Before your separation of employment, you agree to provide to the Bossier Parish Policy Jury
or related Agency the log-in information, including usernames and passwords, for each Company Social
Media Account that you created, used, or managed. You also agree to assist the Bossier Parish Policy Jury
or related Agency, both before and after your employment (as may be necessary), with the transition and
maintenance of each Company Social Media Account created or used by you during the course of your
employment, including providing all information that may be necessary to ensure that the Bossier Parish
Policy Jury or related Agency is able to access and control the Company Social Media Accounts.
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550 EMERGENCY CLOSINGS
At times, emergencies such as severe weather, fires, and power failures can disrupt parish operations. In
extreme cases, these circumstances may require the closing of a work facility. In the event that such an
emergency occurs during nonworking hours, local radio and/or television stations will be asked to
broadcast notification of the closing.
When operations are officially closed due to emergency conditions, the time off from scheduled work will
be paid. Employees in essential operations may be asked to work on a day when operations are officially
closed. In these circumstances, employees who work will receive regular pay.
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560 CALL BACK POLICY
Each time FLSA nonexempt personnel are called out after their normal working hours, they shall be entitled
to a minimum of two (2) hours of pay at the appropriate rate. Call back hours shall be added to the
employee’s workweek.
Minimum call back guarantees do not apply when the additional work assignment has been scheduled and
agreed to prior to the completion of the employee’s shift. The supervisor will be required to sign off on all
call out hours worked before the employee can be compensated.
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LEAVES OF ABSENCE
600 FAMILY LEAVE
The Police Jury provides family medical leaves of absence without pay to eligible employees who
need to take time off from work duties for a serious health condition, to fulfill family obligations
relating directly to childbirth, adoption, or placement of a foster child; or to care for a child, spouse,
or parent with a serious health condition. A serious health condition means an illness, injury,
impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or
residential medical care facility; or continuing treatment by a health care provider.
To be eligible for leave under the Family and Medical Leave Act of 1993, an employee must have
been employed for at least 12 months and have worked for at least 1,250 hours during the 12-month
period preceding the commencement of the leave. Eligible employees should make requests for
family leave to their supervisors at least 30 days in advance of foreseeable events and as soon as
possible for unforeseeable events. Supervisors are required to promptly report all potential family
medical leave situations to the human resource department. An employee requesting family leave
related to the serious health condition of themselves, a child, spouse, or parent will be required to
submit a health care provider's statement verifying the need for family leave to provide care, its
beginning and expected ending dates, and the estimated time required.
Eligible employees may request up to a maximum of 12 weeks of family leave within any 12-month
period. While an employee may choose to first use any accrued paid sick or vacation leave for a
FMLA-qualifying reason, FMLA prohibits employees from exhausting some or all of their paid
leave prior to initiating the family and medical leave. FMLA must run concurrently with any other
form of paid leave. (Example: Employee uses 4 weeks of paid leave which leaves a balance of 8
weeks of unpaid Family Medical Leave). An employee may also choose to use unpaid family and
medical leave without using any accrued paid sick leave or vacation leave.
Subject to the terms, conditions, and limitations of the applicable plans, the Police Jury will
continue to provide health insurance benefits for the full period of the approved family leave, with
employee paying customary share of premium.
Vacation accruals, sick leave, holiday benefits, and Parochial Employees’ Retirement System
(PERS) contributions will be suspended during periods of leave without pay. Vacation leave
accruals, holiday pay, and PERS contributions will resume upon return to active employment. Sick
leave hours will be added once the employee returns to work on their next anniversary date.
Years of service may be adjusted for any significant leave of absence. In order for an employee's
return to work to be properly scheduled, an employee on family leave is requested to provide the
Police Jury with at least two weeks advance notice of the date they intend to return to work. When
family leave ends, the employee will be reinstated to the same position, if it is available, or to an
equivalent position for which the employee is qualified if it is not available. Failure to return to
work when released by the health care provider will be considered a voluntary resignation.
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610 MILITARY LEAVE
A military leave of absence without pay will be granted to employees to attend drills, training, or for active
duty with the U. S. armed services. Accrued vacation leave may be used for paid time off for military
purposes.
Health benefits will be maintained in accordance with federal law, including particularly USERRA, revised
February 2005. Under federal law your benefits may be maintained for up to 24 months while in the
military. You may be required to pay up to 102% of the full premium for the coverage; if the uniformed
service is for 30 days or less, you cannot be required to pay more than the normal employee share of any
premium. Upon return from service, health insurance coverage will be reinstated as provided in USERRA,
without any waiting period or exclusions for preexisting conditions. This rule does not apply to the
coverage of illness or injury determined by the Secretary of Veterans’ Affairs to have been incurred in, or
aggravated during, performance of service in the uniformed service.
Vacation and sick leave will continue to accrue during this leave. Seniority for determining benefits based
on length of service will also continue to accrue during military leave. An employee returning to work from
uniformed service has other rights under federal law, including rights under USERRA, such as
reemployment rights and the right to be free from discrimination and retaliation. Nothing in this handbook
is intended to lessen any of those rights, and the Police Jury will honor all rights provided to such uniformed
service employees by law. A posting of your rights under USERRA should be available at your work site.
Our Human Resource staff will be happy to assist you with any questions or needs you may have
concerning your job and your rights relating to military leave.
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620 PREGNANCY-RELATED ABSENCES
The Police Jury will not discriminate against any employee who requests an excused absence for medical
disabilities associated with a pregnancy. Such leave requests will be made and evaluated in accordance
with the medical leave policy provisions outlined in this handbook and in accordance with all applicable
federal and state laws. For purposes of this policy, medical complications due to pregnancy will be treated
as any other illness.
Requests for time off associated with pregnancy and/or childbirth (apart from medical disabilities
associated with these conditions) will be considered in the same manner as any other request for an unpaid
personal or family leave and are covered under the Family Leave Policy in this handbook.
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EMPLOYEE CONDUCT & DISCIPLINARY ACTION
700 EMPLOYEE CONDUCT AND WORK RULES
To ensure orderly operations and provide the best possible work environment, the Police Jury expects
employees to follow rules of conduct that will protect the interests and safety of all employees and the
organization.
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The
following are examples of infractions of rules of conduct that may result in disciplinary action, up to and
including termination of employment:
• Theft or inappropriate removal or possession of property
• Falsification of Police Jury documents such as Employment Applications, timekeeping records,
etc.
• Working under the influence of alcohol or illegal drugs
• Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while
on duty, or while operating employer-owned vehicles or equipment.
• Fighting or threatening violence in the workplace
• Negligence or improper conduct leading to damage of employer-owned or customer-owned
property
• Insubordination or other disrespectful conduct in dealing with supervisors, co-workers, and the
public
• Violation of safety or health rules
• Smoking in prohibited areas
• Sexual or other unlawful or unwelcome harassment of an employee or member of the public
• Possession of dangerous or unauthorized materials, such as explosives or firearms, in the
workplace
• Excessive absenteeism or any absence without notice
• Unauthorized absence from work station during the workday
• Unauthorized use of telephones, mail system, or other employer-owned equipment
• Unauthorized disclosure of confidential information
• Violation of personnel policies
• Unsatisfactory performance or conduct
Employment with the Police Jury is at the mutual consent of the Police Jury and the employee, and
either party may terminate that relationship at any time, with or without cause, and with or without
advance notice.
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705 INTERACTIONS WITH INMATES & CONVICTED FELONS – (This should only apply to
those Bossier Parish Police Jury employees that work at or cause to enter the corrections facility for work
purposes: maintenance personnel, medical personnel and any other administrative personnel that work
for the Bossier Parish Police Jury that are required as a part of their job duties to enter the facilities on a
regular basis.)
The Bossier Parish Police Jury shall make every attempt to avoid conflict of interest when the relative or
significant other of a Corrections employee is arrested and housed in a Bossier Parish Detention Facility.
DEFINITIONS:
Family Member: A person who is a spouse, former spouse, child, stepchild, grandchild, parent,
stepparent, grandparent, niece, nephew, cousin, aunt, uncle, mother-in-law, son-in-law, daughter-in-law,
sibling, brother-in-law, or sister-in-law including adoptive relationships of an employee.
Significant Other: A person that is, or recently has been in a dating relationship with an employee.
DISCUSSION:
In the event that an employee has family or a significant other arrested and housed in a Bossier Parish Jail,
it can create a genuine conflict of interest. Therefore, timely notification of such arrests is necessary so
corrections’ supervisors can make appropriate arrangements to ensure no contact is made between the
arrestee and affected employee.
PROCEDURE:
Avoid association (except when unavoidable because of a family relationship) or dealings with persons
known as felons, or person in custody or under criminal investigation, except in the performance of your
official duties. Prohibited dealings include loans or gifts of anything of value. Also prohibited is accepting
anything of value from such person, their associates or families. Nor shall any items be transported to or
from anyone on behalf of such person. All contact with such persons, their association or friend must
remain professional.
A. Incarceration Notification Guidelines
• If the family member or significant other of a corrections employee is arrested in Bossier Parish
and will be incarcerated in a BSO operated facility, an immediate supervisor shall be notified as
soon as the employee returns to duty.
a. Further notification to appropriate command staff will be made by the supervisor.
• The affected employee shall have no contact with the arrestee while incarcerated.
• Supervisors shall make necessary adjustments to shift scheduling to ensure no contact is possible
by one of the following means:
a. Transfer personnel between jails to remove the employee from the housing facility.
b. Assign the employee to a section of the jail where contact is completely
preventable.
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• Under no circumstances should the affected employee have any role in the booking and housing,
care, custody or control of the arrestee.
• If the arrest of a family member or significant other happens while the employee is on-duty, the
notification of command staff and provisions of no contact set forth in the policy will be enacted
immediately.
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710 DRUG AND ALCOHOL-FREE WORKPLACE POLICY
It is the desire of the Bossier Parish Police Jury to provide a drug-free, healthful, and safe workplace. The
use or possession of alcohol or any controlled and dangerous substance (hereinafter referred to as CDS)
during normal working hours by any employee of the Bossier Parish Police Jury is strictly forbidden. It
will also be considered a serious violation of policy for a person to report for work while under the influence
of alcohol or CDS.
Drug or alcohol tests will be administered to current employees when any injury occurs on the job, or when
there is reasonable suspicion that the employee is intoxicated, impaired, or using drugs or alcohol. The
Police Jury reserves the right to conduct random, no-notice testing of current employees at any time.
Employees in the Highway, Maintenance and Consolidated Water Works Departments must willingly
submit to random drug testing as a condition of their employment. The tests will be administered by
professionals in accordance with the law.
Test results and information may be given to law enforcement authorities for investigation or prosecution,
may be used as evidence and may be obtained and disclosed in any public or private administrative or
disciplinary proceeding or hearing or in court where drug or alcohol use by the employee or applicant is
relevant. Violations of this policy may be a basis under the law for disqualification from unemployment
benefits or worker's compensation benefits.
Any employee that violates this policy, refuses to take a test, tries to alter or contaminate a specimen or
interferes with testing procedures, or tests positive for alcohol or an illegal or unauthorized drug will be
subject to disciplinary action, up to and including discharge, and may be disqualified from unemployment
and worker's compensation benefits. Compliance with this policy is a condition of employment.
All test results will remain the property of the Bossier Parish Police Jury and all test results will be kept
confidential. Any disciplinary action taken as a result of this policy may be appealed by the employee to
the Bossier Parish Police Jury. Any deviation from this policy will require prior approval by the Bossier
Parish Police Jury.
If any provision or item of this policy or the application thereof is held invalid, such invalidity shall not
affect other provisions, items or applications of this policy, which can be given effect without the invalid
provisions, items or applications and to this end, the provisions of this policy are hereby declared severable.
Prospective employees
Before being hired as an employee of the Bossier Parish Police Jury, prospective employees will be given
a mandatory drug screen, at the expense of the police jury. Any person who refuses to submit to such test
may not be hired. Any person for whom such test is positive may not be hired.
Post-Accident
Any employee who sustains a treatable injury on the job must take a drug/alcohol test within two (2) hours
of the accident. “Positive” results for drugs/alcohol will be determined by the provider.
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Reasonable Suspicion
If an employee reports to work and is suspected by his supervisor, with probable cause, of being under the
influence of alcohol or CDS, except as stated in the above paragraph, he will be taken immediately by his
supervisor to the drug screen provider as authorized by the Police Jury, where an alcohol and drug screen
will be administered immediately. Refusal to comply with this test may result in immediate termination.
Positive Drug Test Result
In accordance with federal regulations, an employee with a CDL who tests positive on a drug screen cannot
drive a vehicle until he has had a ‘substance abuse professional evaluation” and a negative random observed
drug screen.
Over-the-counter or prescription medications
If any employee is taking over-the-counter or prescription medications which may alter his job performance
in any way, the employee is to report this fact to his supervisor immediately upon arriving for work, and
advise his supervisor how long he is to take this medication. It will be at the discretion of the supervisor
whether the employee is allowed to work and under what conditions.
Purchasing or transporting alcohol and/or CDS during working hours
Any employee who purchases or transports alcohol in a parish vehicle during working hours, as confirmed
by his supervisor, may be terminated. Any employee, who uses a parish vehicle to purchase or transport
CDS, as confirmed by his supervisor or a conviction, may be terminated.
Rehabilitation
After the effective date of this policy, any active employee of the Bossier Parish Police Jury who freely
and willingly communicates to his supervisor the fact that he currently has an alcohol or substance abuse
problem, will be eligible to participate in an alcohol or substance abuse rehabilitation program at their own
expense. (Health insurance programs may cover a portion of this expense.) Such employee will be allowed
to enter such facility for up to thirty (30) days. The employee will not be paid by the parish for any time
necessary for completion of the required treatment after he exhausts his accumulated paid leave time, but
may return to work at his original salary and position, if available, upon completion of the required
treatment program (proof of completion will be required) and after passing a drug and/or alcohol screen.
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720 EQUAL EMPLOYMENT OPPORTUNITY
The Bossier Parish Police Jury is bound to a policy of non-discrimination, non-harassment, and equal
employment opportunity because of our strong belief in this principle. This policy includes, but is not
limited to, equal opportunity in the areas of recruitment, employment, training, transfer, and promotion.
Our practices are without regard to any other category protected by federal, state, and local anti-
discrimination laws. The Bossier Parish Police Jury will reasonably accommodate otherwise qualified
employees and applicants with disabilities and religious beliefs and/or practices in compliance with federal
and state laws, unless doing so would result in an undue hardship. Any employee or applicant who requires
an accommodation in order to perform the essential functions of the job should contact the Human
Resources Department and request such an accommodation.
Reporting discrimination, harassment, or retaliation:
If you feel you are a victim of discrimination, harassment, or retaliation of any nature on the job by
employees or non-employees, please refer to the Grievance Procedure, Policy No. 355. The Bossier Parish
Police Jury is committed to investigating and correcting any form of discrimination taking place. We are
committed to addressing these issues within our organization, and we believe we can effectively address
such matters internally when employees advise us of a problem in this area.
Retaliation is strictly prohibited. No employee will be subject to discipline or retaliation for reporting, in
good faith, violations of this policy; pursuing any such claim, or for cooperating in the investigation of
such reports. Employees who submit fraudulent reports may be subject to discipline up to and including
termination of employment.
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730 HARASSMENT AND DISCRIMINATION POLICY
It is the policy of the Bossier Parish Police Jury to maintain a work and public service environment that is
free of harassment or discrimination of any nature, including sexual harassment or harassment or
discrimination that is based on gender, race, color, religion, national origin, age, genetics, or disability.
This policy is intended to prohibit all offensive conduct, whether verbal, visual or physical, that is directed
at an employee because of a protected characteristic. Following are examples of the types of conduct that
violates this policy, but is not limited to:
• Slurs, jokes, or degrading comments based on a protected characteristic
• Unwanted attention of a sexual nature
• Unwelcome sexual advances or flirtation
• Physical assaults
• Unwelcome hugging, touching, or kissing
• Suggestive or lewd remarks
• Requests for sexual favors/propositions
• Display of sexually suggestive or otherwise offensive pictures, graffiti, posters, calendars or
objects
• Intentional physical contact or touching, such as patting, pinching, or brushing against another’s
body
• Using sexually degrading words to describe an individual
• Unwelcome requests to date another employee
Conduct that violates this policy includes any unwelcome sexual advances, request for sexual favor, or
other verbal or physical conduct of sexual nature where:
• Agreeing to such conduct is directly or indirectly a condition of employment
• Agreeing to or refusing such conduct is used as the basis for an employment decision; and/or
• Such conduct interferes with work performance or creates an intimidating, hostile or offensive
work environment
This policy prohibits any overt or subtle pressure for sexual favors; including, implying (or threatening) an
applicant’s or employee’s cooperation of a sexual nature (or lack thereof) will have any effect on the
person’s employment, job assignment, wages, promotion, or any other condition of employment or future
job opportunities.
This policy prohibits harassment and discrimination by or of all employees, managers, co-workers,
customers, vendors, guests, or suppliers. No employee is to harass, discriminate, or retaliate against any
third-party. Any offensive conduct, directed at a third-party because of their race, sex, national origin,
religion, disability, pregnancy, age, military status, or any other protected characteristic is also prohibited.
Any employee who believes that someone has violated this policy must bring the matter to the attention of
their immediate supervisor. If the complaint is about your supervisor or other member of management,
you should bring the matter to the attention of the Administrator or Human Resources Manager. The
Bossier Parish Police Jury will promptly investigate all facts and circumstances and take appropriate
corrective measures, if necessary.
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If prohibited or unwelcome conduct is that of any non-employee, the employee should notify their
supervisor at once. The supervisor shall attempt to contact the Administrator or Human Resources
Manager. If neither is available, the supervisor should use discretion and their best judgment in acting on
the situation. The non-employee may be observed, discreetly made aware of the unwelcome nature of their
conduct, or if necessary, asked to leave and contact the Administrator or Human Resources Manager for
reinstatement of privileges.
The Bossier Parish Police Jury recognizes the highly sensitive nature of reporting harassment or
discrimination and will make every effort to keep such matters as confidential as possible, limiting
involvement to only those who have a need to know. Until an investigation is conducted, conduct that is
unwanted must be ceased at once (by an employee or non-employee) as a matter of policy.
Violation of this policy will result in discipline up to and including discharge at any time with or
without prior corrective action notice or warning as may be deemed appropriated based on an
investigation. Any retaliation against an employee who has filed a complaint is strictly prohibited
and is grounds for corrective action up to and including discharge.
Page 70 of 84
740 DOMESTIC VIOLENCE IN THE WORKPLACE
A. RESPONDING TO VICTIMS OF DOMESTIC VIOLENCE
• The Bossier Parish Police Jury is committed to assisting employees who are, or have been, the
victims of domestic violence or sexual assault. This assistance may include, but should not be
limited to:
• Creating a workplace safety plan for the employee;
• Changing an employee's work routine;
• Referring the employee to appropriate internal and external resources and organizations;
• Addressing employee performance concerns; and/or discussing personal leave options.
The BPPJ will respond sensitively to victims and ensure confidentiality regarding reports of abuse.
B. CONFIDENTIALITY
In all responses to domestic violence, The Police Jury will respect the confidentiality and autonomy of the
reporting employee, informing other employees on a need to know basis only, and only to the extent
necessary to protect safety and to comply with the law. Wherever practicable, advance notice will be given
to the reporting employee if The Police Jury needs to inform others about the domestic violence situation.
Recognizing the complexity of the issues surrounding domestic violence and that a survivor of domestic
violence may face threats of violence or death when he or she attempts to end a violent relationship, The
Police Jury will make every effort to provide a nonjudgmental and supportive environment for the
employee, which is not dependent on the employee's decisions regarding the relationship.
C. TRAINING
The Police Jury will train all management and supervisory personnel on this policy and will provide
continuing educational opportunities for employees.
D. EARLY INTERVENTION AND EDUCATION PREVENTION STRATEGIES
1. It is the policy of the Police Jury to use early prevention strategies in order to avoid or
minimize the occurrence and effects of domestic violence in the workplace. The Police Jury will provide
available support and assistance to employees who are survivors of domestic violence. This support may
include: confidential means for coming forward for help, resource and referral information, additional
security at the workplace, work schedule adjustments or leave necessary to obtain medical, counseling or
legal assistance. Other appropriate assistance will be provided based on individual need. In all responses
to domestic violence, The Police Jury will respect the confidentiality and autonomy of the adult survivor
to direct his/her own life, to the fullest extent permitted by law. Information regarding the reporting of a
domestic violence situation or a request for assistance will not be maintained in the employee’s personnel
file.
Page 71 of 84
2. The Police Jury will attempt to maintain, publish, and post in locations of high visibility,
such as bulletin boards and break rooms, health/first aid offices, company phone directories, and on-line
information data bases, a list of resources for survivors and perpetrators of domestic violence, including
but not limited to: the Statewide Domestic Violence Coalition hotline [1-888-411-1333], the National
Domestic Violence Hotline (800) 799-SAFE (7223), the phone number and description of local domestic
violence resources, and a list of local batterers' intervention programs. Through education we are
endeavoring to create an environment where it is safe to talk about domestic violence and for employees
who are victims to seek assistance.
E. LEAVE OPTIONS FOR EMPLOYEES WHO ARE EXPERIENCING THREATS OF
VIOLENCE
1. At times, an employee may need to be absent from work due to family violence, and the
length of time should be determined by the individual's situation. This time period shall be determined
through collaboration with the employee, supervisor/manager and human resource representative.
2. Employees, supervisors, and managers are encouraged to first explore whether paid options
can be arranged that will help the employee cope with a family violence situation without having to take a
formal unpaid leave of absence. Depending on the circumstances, this may include:
* Arranging flexible work hours so the employee can handle legal matters, court appearances, housing, and
childcare.
* Consider sick, vacation, or leave without pay, especially if requests are for relatively short periods.
If an employee cannot establish a definite return -to- work date and requires more than a reasonable amount
of time off, a leave of absence appropriate to the situation may be considered.
F. PROCEDURES FOR EMPLOYEES WITH PERFORMANCE ISSUES RELATED TO
DOMESTIC VIOLENCE
1. While the employer retains the right to discipline employees for cause, The Police Jury
recognizes that victims of domestic violence may have performance or conduct problems such as chronic
absenteeism or inability to concentrate as a result of the violence. When an employee subject to discipline
confides that the job performance or conduct problem is caused by domestic violence, a referral for
appropriate assistance should be offered to the employee.
2. The manager, in collaboration with the employee and Human Resource representative
should allow a reasonable amount of time for the employee to obtain assistance regarding the domestic
violence. Managers should be mindful that the effects of domestic violence can be severe and may take
extended periods of time to address fully.
Page 72 of 84
G. DISCIPLINARY PROCEDURES FOR EMPLOYEES WHO COMMIT ACTS OR
THREATS OF DOMESTIC VIOLENCE
The Police Jury will not tolerate nor excuse conduct that constitutes Workplace Domestic Violence.
The Police Jury considers the perpetration of Domestic violence by an Employee to constitute, at a
minimum, intolerable, illegal, unethical, unacceptable conduct. We are committed to identifying, assisting
and holding accountable employees who are or have been perpetrators of domestic violence or sexual
assault. Employees found to have violated this policy will be subject to corrective or disciplinary action,
up to and including discharge.
1. This policy strictly prohibits the use of violence or threats of violence in the workplace.
Additionally, any physical assault or threat made by an employee while on the Police Jury premises, during
working hours, or at any Police Jury sponsored event is a serious violation of this policy. This policy applies
not only to acts against other employees, but also to acts against all other persons, including intimate
partners. Employees found to have violated this policy will be subject to corrective or disciplinary action,
up to and including discharge.
2. Employees who are convicted of a crime as a result of domestic violence may be subject to
corrective or disciplinary action, up to and including discharge, when such action affects the work
performance of the employee or affects the normal operation of the Police Jury.
3. This policy is in place to discipline employees who use workplace telephones, computers,
faxes, email, copiers, regular mail, electronic communication devices or information systems, the Internet,
any company property, company resource or privately owned property while on company time, during the
performance of company business or at clients' sites, to harass others, including their intimate partners.
This list is not intended to be all inclusive of any method that can be used to violate this policy.
4. The Police Jury may investigate allegations of domestic violence, sexual assault and/or
stalking where an employee is named as a defendant, whether a civil or criminal action, or if there is reason
to believe an employee has committed such crimes at the Police Jury worksites, but no formal action has
taken place.
5. Upon completion of the investigation, whether the employee has been charged criminally
or found liable civilly, the Police Jury can take corrective action and discipline the employee, including
placing the Perpetrator on administrative leave without pay, or taking other disciplinary measures up to
and including termination.
6. The Police Jury through Human Resources may also require that the perpetrator seek help
at a certified and approved Batterer's Intervention Program. Continued employment is contingent upon not
committing any new offenses and obeying all conditions of any Protective Order, whether criminal or civil.
The Police Jury will maintain the perpetrator's confidentiality.
Page 73 of 84
750 SEATBELT USAGE POLICY
Required Seat Belt Use:
We value the lives and safety of our employees. Because it is estimated that seatbelts reduce the risk of
dying in a motor vehicle crash by 45%, our company has adopted the following policy concerning
employee seat belt usage.
In addition to following all traffic regulations, all employees and their passengers are required to use a seat
belt when traveling in any vehicle (including heavy equipment) while in the course of conducting company
business. The requirement applies to business travel in a vehicle owned by the company (including heavy
equipment), in a rental vehicle and in a vehicle owned by an individual employee, regardless of whether
the employee is compensated for the use of his/her vehicle.
If an employee is provided a company-owned vehicle that is used in the course of his/her employment and
is also available for that employee's personal use, that employee, (together with all passengers who occupy
the vehicle at any time and for any purpose, whether business-related or personal), are required to use seat
belts at all times the vehicle is in motion. The use of seat belts is to be considered a condition of employment
with this company. Failure to abide by this stated policy will be considered a breach of that condition of
employment and subject the person in violation to disciplinary action, including suspension and possible
termination.
Page 74 of 84
760 TRAVEL POLICY
GENERAL PROVISIONS
Department heads will take whatever action necessary to minimize travel.
AUTHORIZATION TO TRAVEL
All travel must be authorized and approved in writing by the head of the department or the Administrator.
FUNDS FOR TRAVEL EXPENSES
At the department head’s discretion, cash advances may be allowed for:
Advanced ticket/lodging purchase
Registration for seminars, conferences, and conventions
Meal expenses
Expenses Incurred on Parish Business.
Traveling expenses of travelers shall be limited to those expenses necessary and incurred by them in the
performance of their duties as a public employee.
Claims for Reimbursement
All claims for reimbursement for travel shall be submitted on the Police Jury’s “Travel Refund/Advance
Request” form. The form must be signed by the person claiming reimbursement and approved by his/her
immediate supervisor. In all cases the date and hour of departure from the return to domicile must be
shown.
METHODS OF TRANSPORTATION
Cost-Effective Transportation
The most cost-effective method of transportation which will accomplish the purpose of the travel shall be
selected. Among the factors to be considered should be length of travel time, employee’s salary, cost of
operation of a vehicle, cost and availability of common carrier services, etc. Common carrier shall be used
for out-of-state travel unless it is documented that utilization of another method of travel is more cost-
efficient or practical and approved in accordance with these regulations.
Commercial Airlines
Travelers should evaluate their travel itinerary and make the most cost-effective decisions, taking into
consideration factors such as possible change in travel dates, possible meeting cancellations, how much
savings each type of ticket offers, and etc. Travelers must submit his/her airline boarding pass to the police
jury office, along with any other receipts.
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Parish-Owned Vehicles
No person may be authorized to operate or travel in a parish fleet vehicle unless that person is an authorized
driver.
All purchases made on parish gasoline credit cards must be signed for by the approved traveler making the
purchase. Receipts must be submitted immediately upon return. Unauthorized persons should not be
transported in parish vehicles.
Personally Owned Vehicles
When two or more persons travel in the same personally owned vehicle, only one charge will be allowed
for the expense of the vehicle. The person claiming reimbursement shall report the names of the other
passengers.
A mileage allowance shall be authorized for travelers approved to use personally-owned vehicles while
conducting official parish business. Mileage shall be reimbursable according to current IRS mileage
reimbursement rate.
Mileage shall be computed by one of the following options:
1. On the basis of odometer readings from point of origin to point of return.
2. By using a website mileage calculator or published software package for calculating mileage such
as Tripmaker, How Far Is It, MapQuest, etc. The employee is to print the page indicating mileage
and attach it with their travel expense form.
Rented Motor Vehicles
Written approval of the department head prior to departure is required for the rental of vehicles. Such
approval may be given when it is shown that vehicle rental is the only or most economical means by which
the purposes of the trip can be accomplished. Receipts must be submitted immediately upon return.
Public Ground Transportation
The cost of public ground transportation such as buses, subways, airport limousines, and taxis are
reimbursable when the expenses are incurred as part of approved parish travel and receipts are submitted.
LODGING AND MEALS
Single Day Travel – Meal allowance of $30 for one day travel to areas outside a 100-mile radius.
Travel with Over Night Stay: The allowance for meal reimbursement for travel requiring overnight stay
will be $30.00 per day without submission of receipts.
Page 76 of 84
Exceptions
The administrator may allow prior approval for employees to exceed the meal provisions of these
regulations and allow up to $50 per day without submission of receipts, in areas of high expense.
Reimbursement for meal expense over $50 may be approved with receipts containing a detailed list of food
items consumed.
Actual Expenses for Parish Officials
Parish officials and others so authorized by the administrator will be reimbursed on an actual expenses
basis for meals and lodging except in cases where other provisions for reimbursement have been made.
Receipts or other supporting documents are required for each item claimed. Requests shall not be
extravagant and will be reasonable in relationship to the purpose of travel. Parish officials entitled to actual
expense reimbursements are only exempted from meals and lodging rates; they are subject to the time
frames and all other requirements as listed in these travel regulations. DETAILED RECEIPTS must be
submitted immediately upon return.
Meals and Lodging Allowances
Meal Allowance – Includes Tax and Tips. Receipts are not required for routine meals within these
allowances.
Routine Lodging Allowance
Employees will be reimbursed lodging rate, plus tax and any mandatory surcharge. Receipts are required.
Conference Lodging Allowance – Employees will be reimbursed lodging rate, plus tax and any mandatory
surcharge. Receipts are required. Travelers may be reimbursed expenses for conference hotel lodging if
the reservations are made at the actual conference hotel. When reservations are not available at the
conference hotel and multi-hotels are offered in conjunction with a conference, traveler shall seek prices
and utilize the least expensive.
No reimbursements are allowed for functions not relating to a conference, i.e. tours, dances, golf
tournaments, etc.
Parking and Related Parking Expenses
Travelers using motor vehicles on official parish business will be reimbursed for reasonable storage fees,
for all other parking, including airport parking, ferry fares and road and bridge tolls. Receipts are required.
Tips for valet parking shall not exceed $2 per day.
Special Meals
Reimbursement designed for those occasions when, as a matter of extraordinary courtesy or necessity, it is
appropriate and in the best interest of the parish to use public funds for provisions of a meal to a person
who is not otherwise eligible for such reimbursement and where reimbursement is not available from
another source.
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Visiting dignitaries or executive-level persons from other governmental units, and persons providing
identified gratuity services to the parish.
Extraordinary situations are when parish employees are required by their supervisor to work more than a
twelve-hour weekday or six-hour weekend (when such are not normal working hours to meet crucial
deadlines or to handle emergencies). All special meals must have prior approval from the administrator in
order to be reimbursed.
A department head may authorize a special meal to be served in conjunction with a working meeting of
departmental staff.
WAIVERS
The administrator may waive in writing any provision in these regulations when the best interests of the
parish will be served.
Page 78 of 84
770 PUBLIC RECORD REQUESTS
In accordance with the Louisiana Public Records law, La. Rev. Stat. 44:1, et seq., Bossier Parish strives to
promptly release public records upon request. Because staff must research and retrieve the specified
records, sometimes with third-party assistance, some record requests require additional time. If at all
possible the requested records will be provided as quickly as possible or a notification of the status of the
request will be provided within a three-day period.
Fee: A cost estimate and a timeframe for delivery of the requested records will be provided within two
days. Copies will not be made until written confirmation of the order is received and all applicable fees
are paid in full. If a written confirmation or payment is not received within ten business days after the
notification of the estimated fees, the requestor may be required to initiate a new request.
Black and white copy up to 8 ½ x 14-inch paper
$.50 per page
Color copy up to 8 ½ x 14-inch paper
$1.00 per page
Electronically transmitted
$.50 per page
Data compiled on CD
$10 per disk
Processing Fee
$25.00
Either the police jury or Parish Administrator may, whenever it is deemed of public interest, waive the
charge for any photostatic copy or copies of any ordinance, motion, resolution, or other record of any
proceedings of the police jury. The $25.00 processing fee may be waived upon submission of a written
request and approval by the Parish Administrator. Additionally, the Parish Secretary may waive the charge
for any such copy or copies requested by a governing body, a public official or a parish board or agency.
The requestor also has the option of reviewing the records onsite free of charge at an agreed upon time and
location in the presence of a parish employee or designee.
Such fees that are collected under this section shall be the property of the parish and shall be accounted for
by the officer or employee receiving the same. All employees providing documents to the public shall
complete the required invoice for proper billing at the time services are rendered.
REQUEST CAN BE MADE BY:
Mail: Bossier Parish Custodian of Records
P.O. Box 70
Benton, LA 71006
Telephone: (318) 965-2329
Facsimile: (318) 965-3703
Email: [email protected]
Page 79 of 84
EMPLOYEE ACKNOWLEDGEMENT FORM
The employee handbook describes important information about the Police Jury, and
I understand that I should consult my supervisor regarding any questions not
answered in the handbook. I have entered into my employment relationship with the
Police Jury voluntarily and acknowledge that there is no specified length of
employment. Accordingly, either I or the Police Jury can terminate the relationship
at will, with or without cause, at any time, so long as there is no violation of
applicable federal or state law.
Since the information, policies, and benefits described here are necessarily subject to
change, I acknowledge that revisions to the handbook may occur, except to the
Police Jury's policy of employment-at-will. All such changes will be communicated
through official notices, and I understand that revised information may supersede,
modify, or eliminate existing policies. Only the Police Jury has the ability to adopt
any revisions to the policies in this handbook.
Furthermore, I acknowledge that this handbook is neither a contract of employment
nor a legal document. I have received the handbook, and I understand that it is my
responsibility to read and comply with the policies contained in this handbook and
any revisions made to it.
Employee’s Name (Typed or Printed)
Employee’s Signature Date Signed
Page 80 of 84
INDEX
0
010 ORGANIZATION DESCRIPTION 6
020 INTRODUCTORY STATEMENT 7
1
100 NATURE OF EMPLOYMENT 8
110 EMPLOYEE RELATIONS 9
120 NEPOTISM 10
130 EMPLOYEE MEDICAL EXAMINATION 11
140 IMMIGRATION LAW COMPLIANCE 12
150 CONFLICTS OF INTEREST 13
160 GIFTS, HONORARIA, ETHICS 14
170 OUTSIDE EMPLOYMENT 15
180 DRESS AND APPEARANCE 16
2
200 HIRING PROCESS 17
210 EMPLOYMENT CATEGORIES 19
220 ACCESS TO PERSONNEL FILES 20
230 PERSONAL DATA CHANGES 21
240 PERFORMANCE EVALUATIONS AND SALARY INCREASES 22
250 EMPLOYMENT TERMINATIONS 23
260 EMPLOYMENT VERIFICATIONS 24
270 LABOR GRADE PLACEMENT 25
280 PROMOTIONS/RECLASSIFICATIONS 26
3
300 EMPLOYEE BENEFITS 27
305 VACATION BENEFITS 30
310 HOLIDAYS 31
315 WORKERS’ COMPENSATION INSURANCE 32
320 SICK LEAVE BENEFITS 33
325 BEREAVEMENT LEAVE 35
330 CIVIL LEAVE 36
335 BENEFITS CONTINUATION (COBRA) 37
340 EDUCATIONAL ASSISTANCE 38
350 OPEN DOOR COMMUNICATIONS AND PROBLEM SOLVING 39
355 GRIEVANCE PROCEDURES 40
365 CELLULAR TELEPHONE POLICY 42
370 LUNCH PERIODS 43
375 OVERTIME 44
4
400 TIMEKEEPING 45
410 PAYDAYS 47
Page 81 of 84
5
500 SAFETY 48
510 ACCIDENT/INJURY POLICY 49
530 PARISH VEHICLE POLICY AND AGREEMENT 50
540 COMPUTERS AND ELECTRONIC COMMUNICATIONS 54
550 EMERGENCY CLOSINGS 57
560 CALL BACK POLICY 58
6
600 FAMILY LEAVE 59
610 MILITARY LEAVE 60
620 PREGNANCY-RELATED ABSENCES 61
7
700 EMPLOYEE CONDUCT AND DISCIPLINARY ACTION 62
705 INTERACTION WITH INMATES & CONVICTED FELONS 63
710 DRUG AND ALCOHOL FREE WORKPLACE POLICY 65
720 EQUAL EMPLOYMENT OPPORTUNITY POLICY 67
730 HARASSMENT AND DISCRIMINATION POLICY 68
740 DOMESTIC VIOLENCE IN THE WORKPLACE 70
750 SEATBELT USAGE POLICY 73
760 TRAVEL POLICY 74
770 PUBLIC RECORDS REQUESTS 78
A
ACCESS TO PERSONNEL FILES 20
ACCIDENT/INJURY POLICY 49
AFTER JOB OFFER 18
B
BENEFITS CONTINUATION (COBRA) 37
BEREAVEMENT LEAVE 35
C
CALL BACK POLICY 58
CELLULAR TELEPHONE POLICY 42
CIVIL LEAVE 36
COLLEGE COURSES 38
COMPUTERS AND ELECTRONIC COMMUNICATIONS 54
CONFLICTS OF INTEREST 13
CONTRACT EMPLOYEES 19
D
DEFFERED COMPENSATION 28
DISCHARGE 23
DOMESTIC VIOLENCE IN THE WORKPLACE 70
DRESS AND APPEARANCE 16
DRUG AND ALCOHOL-FREE WORKPLACE POLICY 65
Page 82 of 84
E
EDUCATIONAL ASSISTANCE 38
EMERGENCY CLOSINGS 57
EMPLOYEE ACKNOWLEDGEMENT FORM 79
EMPLOYEE BENEFITS 27
EMPLOYEE CONDUCT AND WORK RULES 62
EMPLOYEE MEDICAL EXAMINATION 11
EMPLOYMENT APPLICATIONS 17
EMPLOYMENT CATEGORIES 19
EMPLOYMENT TERMINATIONS 23
EMPLOYMENT VERIFICATIONS 24
EQUAL EMPLOYMENT OPPORTUNITY 67
EVALUATION OF APPLICANTS 17
F
FAMILY LEAVE 59
G
GIFTS, HONORARIA, ETHICS 14
GLOSSARY 80
GRIEVANCE FORM 41
GRIEVANCE PROCEDURES 40
GROUP HEALTH, DENTAL & LIFE INSURANCE 28
H
HARASSMENT AND DISCRIMINATION POLICY 68
HIRING PROCESS 17
HOLIDAYS 31
I
IMMIGRATION LAW COMPLIANCE 12
INTERACTIONS WITH INMATES & CONVICTED FELONS 63
INTRODUCTORY STATEMENT 7
L
LABOR GRADE PLACEMENT 25
LAYOFF 23
LUNCH PERIODS 43
M
MILITARY LEAVE 60
MOTOR VEHICLE RECORD CHECKS 18
N
NATURE OF EMPLOYMENT 8
NEPOTISM 10
NON-DISCRIMINATION POLICY 68
Page 83 of 84
O
OPEN DOOR COMMUNICATIONS AND PROBLEM SOLVING 39
OPTIONAL INSURANCE BENEFITS 28
ORGANIZATION DESCRIPTION 6
OUTSIDE EMPLOYMENT 15
OVERTIME 44
P
PAYDAYS 47
PERFORMANCE EVALUATIONS AND SALARY INCREASES 22
PART-TIME EMPLOYEES 19
PERSONAL DATA CHANGES 21
PERSONS 18 AND OVER HIRED TO WORK PREDOMINATELY WITH CHILDREN 18
POST-RETIREMENT BENEFITS 28
PREGNANCY-RELATED ABSENCES 61
PROMOTIONS/RECLASSIFICATIONS 26
PUBLIC RECORDS REQUESTS 78
R
RECLASSIFICATIONS 26
REFERENCES 18
REGULAR FULL-TIME EMPLOYEES 19
REGULAR PART-TIME EMPLOYEES 19
REPORTING DISCRIMINATION AND HARASSMENT 68
RESIGNATION 23
RETIREMENT 28
S
SAFETY 48
SEATBELT USAGE POLICY 73
SELECTION PROCESS 17
SEXUAL HARASSMENT 68
SICK LEAVE BENEFITS 33
T
TABLE OF CONTENTS 2
TEMPORARY EMPLOYEES 19
TIMEKEEPING 45
TRAINING EXPENSES 38
TRAVEL ALLOWANCE 29
TRAVEL POLICY 74
U
USE OF EQUIPMENT AND VEHICLES 50
V
VACATION BENEFITS 30
VACATION LEAVE 29
Page 84 of 84
W
WORK CONDITIONS & HOURS 48
WORKERS’ COMPENSATION INSURANCE 32
