Human Resources Policies

This policy defines the parameters of earning and using compensatory time by unclassified exempt staff.

The Louisiana Legislature enacted the Louisiana Code of Governmental Ethics to promote the proper functioning of democratic state government by establishing ethical conduct expectations, disclosure, and ethics education and training requirements for all elected officials and public employees

The University of Louisina Monroe's (ULM) Preventing Sexual Harassment Training Policy provides detailed information regarding the required Preventing Sexual Harassment Training of public employees..

The purpose of ULM’s Volunteer Policy is to define University Volunteers, their relationship to the University, and their privileges, responsibilities, and limitations. This policy will also establish procedures associated with selecting, orienting and training volunteers.

The purpose of this policy is to provide procedures and guidelines for conducting criminal background and consumer credit reports for faculty and staff at the University, as well as applicants for employment.  The process of conducting criminal background and consumer credit reports is intended to create and sustain a safe environment for all members of the University community. 

Direct Deposit is the University of Louisiana Monroe’s (ULM) preferred method for issuing payroll payments to employees. All University employees are encouraged to utilize direct deposit. The purpose of ULM’s Direct Deposit Policy is to promote safe, confidential, convenient, and fast payments to all University employees.

This policy is intended to cover all types of grievances by unclassified staff and faculty that are not covered by the University of Louisiana at Monroe (ULM) Anti-Discrimination and Harassment Policy or the faculty promotion and tenure process in the Faculty Handbook.

Children in the Workplace

A Demotion is a change of a permanent or probationary classified employee from a position in one job to a position in another job, which is assigned to a pay grade with a lower maximum rate of pay.

ULM is committed to maintaining a drug-free workplace and workforce free of alcohol and substance abuse and to rigorously comply with the requirements of the Federal Drug-Free Workplace Act of 1988.

The University of Louisiana at Monroe firmly supports the policy of Equal Employment Opportunity as set forth in the University's Equal Employment Opportunity Policy.

Federal regulations require the University to designate Family Medical Leave to eligible employees who need to attend to their medical needs or that of an eligible family member. The Family Medical Leave Act requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons regardless of whether the employee has sufficient annual or sick leave balances.

It is the intention of the Classified Employees Grievance Policy to provide the classified employees a method to be heard and a venue for the resolution of grievances. Actions of discrimination, harassment and/or retaliation should be submitted to the appropriate administrator as outlined in the University's Anti-Discrimination and Harassment Policy.

This policy has been established to provide guidelines for the continuation of insurance benefits for separating employees.

The Louisiana Department of Civil Service has established a minimum set of training guidelines for designated civil service supervisors. This policy gives guidelines for ULM employees covered by the state policy.

Establishes the University's policy which ULM grants individual pay adjustments to permanent classified employees for retention of an employee, to adjust for pay differentials, to compensate employees for performing additional duties or to recruit employees.

Do's and Don'ts for State Classified Employees regarding elections.

REPORT OF MATERIAL THAT IS BELIEVED TO NOT BE IN CONFORMANCE WITH ULM POLICIES REGARDING DISCRIMINATION AND RETALIATION ON THE BASIS OF RETIREMENT STATUS OR AGE OR ANY OTHER PROTECTED CLASS

Establishes the policy and procedure through which the University determines the entrance rates for qualified Classified Civil Service positions.

The Unclassified Staff Handbook contains general information and guidelines and is not intended to be comprehensive or to address all possible applications of, or exceptions to, the general policies and procedures described. Some subjects described here are covered in detail in official policy documents. Employees should refer to these documents for specific information, as the Unclassified Staff Handbook may only provide a brief summary. The Unclassified Staff Handbook articulates the privileges and obligations of unclassified staff. The information in the Unclassified Staff Handbook should be supplemented by the Rules of the ULS Board of Supervisors for State Colleges and Universities under the Louisiana Board of Regents.

The purpose of this policy is to establish the responsibilities and rights of the employee and employer as they pertain to Louisiana Workers Compensation Laws (Chapter 10, Revised Statute 23).