Page 384 - 2024 Orientation Manual

All relevant matters, including suspected but unproven matters, will be reviewed and analyzed, with
documentation of the receipt, retention, investigation, and treatment of the complaint. Appropriate
corrective action will be taken, if necessary, and findings will be communicated to the reporting person
and his or her supervisor. Investigations may be conducted by independent persons such as auditors
and/or attorneys and/or government agencies, as dictated by the circumstances and by law.

Whistleblower Protection

The Louisiana State Bar Association will protect whistleblowers as defined below:

 Subject to governing law, LSBA will use its best efforts to protect whistleblowers against
retaliation. Complaints will be handled with sensitivity, discretion, and confidentiality to
the extent allowed by the circumstances and the law. Generally, this means that
whistleblower complaints shall only be shared with those who have a need to know so that
the LSBA can conduct an effective investigation, determine what action to take based on
the results of any such investigation, and in appropriate cases, facilitate reporting to law
enforcement personnel.

 LSBA Employees, consultants, and volunteers may not retaliate against a whistleblower for
informing management about an activity which that person reasonably believes to be
fraudulent or dishonest with the intent or effect of adversely affecting the terms or
conditions of the whistleblower’s employment, including but not limited to, threats of
physical harm, loss of job, punitive work assignments, or adverse impact on salary or fees.
Whistleblowers who reasonably believe that they have been retaliated against may file a
written complaint with the Executive Director. Any complaint of retaliation will be
promptly investigated and appropriate corrective measures taken if allegations of retaliation
are substantiated. This protection from retaliation is not intended to prohibit supervisors
from taking action, including disciplinary action, in the usual course and scope of their
duties based on valid performance-related factors.

 Whistleblowers must be cautious to avoid baseless allegations (as defined in this policy).

1.14 ALCOHOL AND DRUGS IN THE WORKPLACE

The abuse of drugs and alcohol poses a threat to the LSBA, its Employees, contractors, vendors,
volunteers, Members, and visitors. It is the responsibility of the LSBA and its Employees, contractors,
vendors, and volunteers to maintain a safe, healthy and efficient work environment. For that purpose,
the LSBA adopts the following non-exclusive guidelines:

Commonly abused or improperly used drugs and substances include, among others, alcohol, pain
killers, sedatives, stimulants, and tranquilizers, as well as marijuana, cocaine, heroin, and other illegal
drugs. This policy also expressly prohibits the possession or use of drug paraphernalia, illegal drugs or
illegal substances.

 The possession, use, sale or solicitation of unauthorized or illegal drugs, the misuse of legal
or illegal drugs or abuse of alcohol on LSBA premises, while on LSBA business, or while

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