Page 386 - 2024 Orientation Manual

Questions regarding the Alcohol and Drugs in the Workplace Policy should be addressed to the
Executive Director.

1.15 CONFIDENTIALITY

It is the policy of the LSBA that its confidential business affairs should not be discussed with anyone
outside the LSBA, except as authorized in the normal course of business or under applicable law. As
defined by this policy, confidential information includes internal information not in the public domain
and/or LSBA confidential or proprietary financial data, including but not limited to profits, projections,
etc. Confidential information under this policy also includes private employee-specific information
such as social security numbers, medical records, background checks, drug and alcohol testing results,
and other similar confidential information protected under federal or state law. Confidential
information under this policy does not include or prohibit an employee from discussing his/her
personnel information, such as wages and other terms or conditions of his/her employment with the
LSBA, as permitted under applicable federal or state laws or regulations, including the National Labor
Relations Act.

Employees are expected to take great care to protect the LSBA’s trade secrets and other confidential
information. The names of Members, vendors, and other individuals doing business with the LSBA
that is not part of the public record is to be kept confidential at all times, as appropriate under
applicable law or other circumstances. This includes written information and information contained on
a computer.

Confidential information and trade secret information is to be stored in a manner that maintains the
confidentiality of the information.

Any Employee who violates this policy is subject to potential disciplinary action, up to and including
termination.
Amended August 23, 2014

1.16 MEDIA INQUIRIES

Employees are not authorized to disclose information, or make public statements on behalf of the
LSBA, in response to unsolicited requests from the media (newspaper, television, and/or radio
reporters) or other individuals concerning LSBA affairs, unless prior approval has been granted to the
Employee by the Executive Director. All requests for information from a media entity or other
individual should be promptly directed to the LSBA Executive Director or Communications Director.

Any Employee who violates this policy will be subject to potential disciplinary action, up to and
including termination.

1.17 STANDARDS OF CONDUCT AND DISCIPLINARY PROCEDURES

The LSBA’s philosophy is value-driven, to treat each Employee with dignity, trust, and respect. An
all-encompassing list of do’s and don’ts would be impossible to include in this Handbook. The basic
standards of conduct described in this Handbook have been outlined for illustrative purposes only, and
are not meant to be an all-inclusive list. These guidelines are informational, and do not alter the at-will

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