|OLG and DCRT
2014-15 through 2018-19
The Atchafalaya Heritage Area has been designated by Congress as a National Heritage Area.
For each of the OLG/DCRT Policy and Procedure Memorandums (PPM's) listed below, there may be several associated documents that provide:
|1||Equal Employment Opportunity (EEO)||-|
|2||Americans with Disabilities Act (ADA)||-|
|5||Workplace Harassment / Discrimination||-|
|8||Ethics and Dual Employment||-|
|10||Performance Evaluation System (PES)||-|
|11||Substance Abuse and Drug-Free Workplace||-|
|13||Family and Medical Leave Act (FMLA)||-|
|14||Transitional Return to Work Plan||-|
|15||Position Description and Classification||-|
|16||Optional Pay Adjustments||-|
|19||Work Hours and Work Schedules||-|
|21||Building and Office Inspections||-|
|23||Conditional Offer of Employment||-|
|24||Job Safety Analysis (JSA)||-|
|25||Certification of Compliance of Personnel Actions||-|
|25-A||Certification, Compliance and Internal Controls for Processing Personnel Actions||-|
|26||Employee Interaction with Prison Inmates||-|
|27||Cellular Phones and Smart Phones||-|
|29||Crisis Leave Pool||-|
|30||Recoupment of Overpayments||-|
|32||Probationary Period and Permanent Status||-|
|33||Hiring Above the Minimum (6.5g)||-|
|34||Rewards and Recognition||-|
|35||Special Entrance Rates (SERs)||-|
|36||Supplemental Benefits Solicitation||-|
|37||Educational Leave and Tuition Reimbursement||-|
|38||Payroll and the LaGov HCM System||-|
|40||Bonds and Crime Loss Control||-|
|41||Employee Transactions with Vendors and Contractors||-|
|42||Attendance and Leave Policy||-|
|43||Pay for Employees Appointed at Range Minimum||-|
|44||Attainment of Advanced Degree||-|
|45||Ebola Virus Disease||-|
|46||Classified WAE Appointments||-|
|47||Premium Pay Policy||-|
|48||Criminal Background Checks||-|
MANAGEMENT POLICY STATEMENT
The Department of Culture, Recreation and Tourism (CRT) fully realizes that without the benefit of patrons and employees, CRT would cease to exist. Therefore, a major goal of CRT is to provide a safe and productive environment for both our visitors and employees.
To establish this environment, we must have a TEAM effort to build on our strengths and work on our weaknesses. It may not be possible to eliminate all accidents, but it is our belief that most injuries can be prevented.
This objective can only be reached if all employees accept personal responsibility for their own safety and well being. Therefore, each employee is responsible for immediately reporting potentially unsafe conditions and work practices and taking temporary actions to minimize his or her risk until permanent safety measures can be made.
Complete COMMITMENT by management and a DEDICATED work force are essential for our safety program to succeed. Accordingly, each employee is responsible for helping us reach our loss prevention goal of preventing personal injury and loss of property because of accidents. Equally, each supervisor will be held accountable for the actions of his or her employees. Supervisors are responsible for ensuring that his or her employees follow all safety rules, policies, and procedures.
Our GOAL is for everyone to provide suggestions and help establish the means for eliminating accidents and injuries. Our PLEDGE is to use whatever resources necessary to achieve this goal.
We all share in the DUTY to comply with federal, state, and local laws and regulations regarding safety issues, and establishing and maintaining safe and healthy conditions in our offices, facilities, and grounds. The success of our safety and loss prevention program depends upon the efforts of all employees to minimize and eliminate all potential risks. To this end, we hope all of you will join us in making CRT a LEADER in safety and loss prevention.
Charles R. Davis