Page 388 - 2024 Orientation Manual

This list is illustrative of the types of actions or events that may subject an Employee to disciplinary
action, up to and including termination. It is not intended to identify every act that could lead to
disciplinary action. The LSBA reserves the right to determine the severity and extent of any
disciplinary action based on the circumstances of each case.
Disciplinary Procedures

If an Employee engages in conduct that violates any rule, regulation, policy, procedure or practice of
the LSBA or if his/her job performance is unsatisfactory, the Employee may be subject to disciplinary
action. Disciplinary action is considered to be a corrective action to facilitate improvement in job
performance rather than punishment. Disciplinary action may be administered in one of a number of
options, including but not limited to, oral warnings, written warnings, suspension, demotion,
termination, removal or some other disciplinary action.

Any disciplinary action(s) the LSBA chooses to administer will be determined by the LSBA at its sole
discretion as it deems appropriate, and are not subject to administration in any particular order or
progression. This policy does not guarantee that any specific course of discipline will be administered
in any particular case.

The administration or lack of administration of disciplinary procedures for any LSBA Employee will
have no effect on the at-will employment status of each LSBA Employee. Regardless of the presence
or absence of any prior or current disciplinary history, the employment of all LSBA Employees may be
terminated at any time, with or without cause, with or without notice, by the LSBA or by the
Employee.

SECTION 2: EMPLOYEE RELATIONS AND RELATED PROCEDURES

2.1 AT-WILL EMPLOYMENT STATUS

The policies and procedures of the Louisiana State Bar Association, regardless of the form in which
they are maintained, may be changed at any time. No LSBA policy or procedure should be interpreted
as an employment contract. Each Employee of the LSBA is an at-will Employee, unless specifically
notified otherwise in writing and signed by the Executive Director. This means that the LSBA or the
Employee may terminate his/her employment at any time, for any lawful reason, with or without
notice, and with or without cause or prior disciplinary action. This at-will employment relationship
cannot be modified or changed by oral or implied agreements, or any course of conduct, practice,
policy, award, promotion, performance evaluation, transfer, or length of service.

2.2 TYPES OF EMPLOYEES

Employment Classifications

All Employees of the LSBA are at-will and classified under the following basic classifications:
Regular or Temporary.

 Regular Full-Time Employee – An Employee, sometimes referred to as regular full-time
Employee, is one who is regularly scheduled to work 30 hours or more per week.

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