Page 371 - 2024 Orientation Manual

LOUISIANA STATE BAR ASSOCIATION EMPLOYEE POLICIES

SECTION 1: GENERAL ADMINISTRATIVE POLICIES

1.1 POLICY STATEMENTS

This LSBA Employee Handbook (“Handbook”) and any statements of policies and procedures
contained herein do not constitute an employment contract between the LSBA and any Employee,
either by intent or implication. All Employees are employed “at will;” this means that either the
Employee or the LSBA can end the employment relationship at any time, with or without cause, and
with or without notice and/or prior disciplinary action.

No supervisor, manager or other representative of the LSBA has any authority to issue any verbal or
written promise, assurance, or contract that is for any specified length of time or that is in conflict with
this Handbook without the written, signed approval of an authorized representative of the LSBA’s
executive office, namely, the Executive Director.

Employee benefits described in this Handbook are subject to additional terms and conditions described
in any applicable plan documents, programs and policies. The LSBA can modify, terminate, add or
eliminate a benefit plan or program described in this Handbook, subject to any limitations imposed by
law. In the event of an inconsistency between the language and this Handbook and the language in any
plan document, the language in the plan document will control.

This Handbook supersedes all other communications, handbooks, notices or memoranda, in any form
including written or oral, that you may have received regarding the policies discussed herein. The
LSBA reserves the right to revise, add to, or delete any policies or procedures, without notice.

This Handbook should be reviewed carefully by each Employee. Any questions regarding the policies
or procedures discussed herein should be directed to your immediate supervisor or the Executive
Director.

1.2 EMPLOYMENT ELIGIBILITY

It is the LSBA’s policy to hire and employ individuals who satisfy the requirements of applicable
federal, state and local laws on employee eligibility for hire, as well as applicable federal, state and
local laws regarding the employment of minors. Each new Employee, as a condition of employment,
must complete the Employment Eligibility Verification Form I-9 and present documentation to certify
that the Employee:

 Is of legal age to work; and,
 Is a citizen or national of the United States, is a lawfully-admitted alien to the United
States for permanent resident, or is an alien authorized to work in the United States.

Former Employees who are rehired must also complete a Form I-9 if they have not completed this
form with the LSBA within the past three years, or if a previous I-9 is no longer retained or valid. A
Form I-9 must be completed prior to or on an Employee’s first day of work. Any Employee who fails