Revision: July 1, 2018, DSCS Approved: July 1, 2018
Excerpt from policy:
Civil Service Rule 6.5g permits the hiring of classified employees above the minimum of the pay range, and up to the third quartile of the pay range under certain circumstances. Offers above the minimum of the pay range require approval by compensation and will only be considered in the following situations:
- When it is difficult to attract and retain candidates
- When the department is experiencing high turnover in a job
- When there are hiring difficulties due to market influences
- When a candidate possesses extraordinary qualifications/credentials
Employees who are re-employed on probation, but who could have otherwise been promoted, will retain eligibility for the promotional increase for up to one year. A determination will be made by HRM working with the department in each case as to the timing and appropriateness of the promotional increase.
PS-20, Revision: PS0020.R05, Effective: Oct. 1, 1993
Excerpt from PS-20:
To describe the pay plan used by the LSU & A&M College campus for its administrative and professional employees, which is designed to optimize the utilization of the personnel resources of the university by providing appropriate career ladders for employees and for maintaining equity in salary among personnel.
The university has established a detailed salary structure for internal use, individual positions have been described, analyzed and titled and salary levels have been developed for each job title.
Additional Compensation Limits
PS-43, Revision: PS0043.R03, Effective: May 16, 1995
Excerpt from PS-43:
Additional Compensation Limitations for Academic and Administrative/Professional Employees & Computation of Summer Salary Rates for Academic Employees.
Occasionally, academic and administrative/professional employees are asked to assume responsibility for additional duties unrelated to, or independent of, their normal work. When such assignments are clearly not a part of the employee's normal assignment, additional compensation may be permitted. A request must be approved prior to the beginning of the additional compensation assignment. It is the employee's responsibility to monitor his/her individual allowable compensation limit (see Additional Compensation Limitations below) and not to exceed the limit.
Typically, additional compensation outside the summer period is earned from departments other than the home department. Additional compensation work may include instruction, research or public service activities, which are generally short term in nature.
The standard University workday is eight hours, usually 8:00 a.m. – 4:30 p.m., Monday
through Friday, with a half-hour lunch break from noon to 12:30 p.m. Some departments
deviate from this schedule to meet their special needs.
The University provides employees two 15-minute breaks, or rest periods, per day—preferably around the middle of each half-shift (i.e., for office staff, mid-morning and mid-afternoon). Time for these breaks cannot be accrued, nor should it be used to extend a lunch period or shorten a scheduled workday. No charge is made to paid leave or leave without pay for such breaks.
PS-79: Flexible Work Hours and Staffing
Revision: PS0079.R02, Effective: March 1. 2001
Excerpt from PS-79:
The purpose of this policy is to describe the campus policy on flexible work hours and flexible staffing.
The University's regular business hours are 8:00 a.m. to 4:30 p.m. Monday through Friday. However, campus departments may have official hours which differ in order to provide necessary services, including multiple shifts.
Departments are encouraged to consider flexible schedules when in the best interest of employees and the department. LSU recognizes that flexible schedules can improve morale, productivity and recognize the contributions made before and after normal work hours, particularly by professional staff.
Flextime is a work schedule equal to 40 hours per week but differing from the regular business hours. A flextime schedule is appropriate only when the work schedule is beneficial to the University. Working a flextime schedule is a privilege, not an employee right and flexible schedules are not appropriate for all job situations.
Revision: PS0061. R02, Effective: November 29, 2004
Excerpt from PS-61:
[The purpose of this policy is] to establish a policy on overtime for LSU employees within the requirements of the Fair Labor Standards Act (FLSA), Civil Service rules, and other pertinent laws and regulations.