DENR ONBOARDING
Welcome to the Department of Energy and Natural Resources (DENR)! We are so pleased to have you join our team. As a condition of your employment, you are responsible for reviewing and agreeing to comply with DENR's policies and procedures. To complete your policy review, you are to:
- Click on the title of the first policy listed below in order to access the policy in its entirety. A new browser window will open.
- Once you have reviewed the policy, close the window.
- Repeat this process until you have opened and reviewed each policy listed on this page.
- Seek clarification for any questions or concerns you may have by emailing our Human Resources Division at _DNR-HumanResources@la.gov.
- Once all policies have been reviewed and understood, return to the LEO window of your internet browser and click the "I Verify" button. By doing so, you acknowledge your understanding of an agreement to comply with all DENR policies and procedures. Be advised that violations of departmental policy can result in disciplinary action, up to and including separation from employment.
For future reference, all DENR policies can be accessed at www.dnr.louisiana.gov by clicking For Employees -> DENR Policies and Procedures.
ADMINISTRATIVE
Administrative Policy No 9: LaSalle Building and Parking Access
Summary: DENR employees of the LaSalle Building are required, on a daily basis, to park in the LaSalle parking garage and utilize their ID cards for entering/exiting the garage and for entering through the lobby turnstiles of the building. (Revised 3/2024)
Administrative Policy No. 20: Tobacco-Free Workplace
Summary: DENR employees are prohibited from the use of tobacco products on or in DENR-owned, leased, or occupied buildings and surrounding premises, including walkways, access ramps, porticos, courtyards, and parking garages/areas. Tobacco use within DENR-owned or leased vehicles and within personal vehicles when transporting passengers on official DENR business is also prohibited. (Revised 11/2020)
HUMAN RESOURCES
Summary: Classified state employees are prohibited from any effort to support or oppose a candidate for election or a political party in an election, whether the election is for a state, local, national, or even out-of-state office. Such prohibitions include, but are not limited to, becoming a candidate, making or soliciting contributions, volunteering time/effort/property, clicking “Like” or “Follow” for a candidate party or faction on social media, etc. Violations of the political prohibitions can result in disciplinary action, up to and including termination from the classified service. (Revised 3/2021)
Human Resources Policy No. 1: Work Hours/Schedules
Summary: DENR’s core hours are 8:00 AM to 4:30 PM Monday through Friday during which each section must be open, staffed, and fully operational. Eligible employees may request approval to work an alternative work schedule, provided that such does not pose a staffing or operational issue. (Revised 5/2024)
Human Resources Policy No. 2: Electronic Time Entry and Certification of Employee Time Statements
Summary: DENR employees are required to utilize the Cross Application Time Statement (CATS) system for the electronic entry and approval of their time and attendance for each pay period, and electronic certification of their time statements following the conclusion of each pay period. Time worked and leave taken must be recorded in 15-minute increments. (Revised 10/2019)
Human Resources Policy No. 4: Family and Medical Leave Act (FMLA)
Summary: Eligible employees may request, or be required, to utilize job-protected leave as follows: (a.) Up to 12 weeks for family or personal medical reasons, or for a qualifying military exigency; or, (b.) Up to 26 weeks for military caregiver purposes. The procedures related to initiation, determination, and recertification of FMLA leave are further outlined in the policy. (Revised 3/2024)
Human Resources Policy No. 5: Return to Work Following Compensable Injury/Illness
Summary: Employees who have suffered job-related injuries or illnesses may be temporarily allowed to perform modified, alternative, or transitional duties in an effort to safely and expediently return them to work, provided such temporary assignments are meaningful to DENR. (Revised 6/2016)
Human Resources Policy No. 6: Training
Summary: Employees must timely comply with all mandatory training requirements - initially upon hire and periodically thereafter (if applicable) during their public employment. Corrective action for failure to complete annual training requirements shall be increasingly imposed, depending on the frequency of offenses, up to and including termination from employment. (Revised 7/2023)
Human Resources Policy No. 8: Leave
Summary: Eligible employees accrue leave each pay period. Annual leave is time off with pay for the purposes of recreation and transaction of personal business. Sick leave is time off with pay for one’s own illness or medical treatment. Other special leave may also be available, including holidays, jury duty, funeral leave, etc. Leave must be requested and approved in advance. (Revised 3/2024)
Human Resources Policy No. 9: Vehicle Operations and Monitoring
Summary: Employees are required to operate vehicles for DENR business safely and in accordance with all applicable state and local traffic laws and ordinances. DENR vehicles are equipped with Global Positioning System (GPS) and are regularly monitored for speed, location, idle times, and routes. (Revised 7/2019)
Human Resources Policy No. 10: Workplace Harassment and Discrimination
Summary: DENR prohibits workplace harassment and discrimination based on race, color, gender, sex, pregnancy, age, disability, religion, national origin, military service, sickle cell trait, protected genetic information or other non-merit factors. Complaints related to this policy should be directed to the Human Resources Director for investigation and resolution. (Revised 10/2020)
Human Resources Policy No. 10-A: Policy Prohibiting Sexual Harassment
Summary: DENR prohibits unwelcome sexual advances and/or inappropriate conduct (including verbal, non-verbal, and physical behavior) of a sexual nature. DENR provides a uniform reporting and investigative process that includes taking immediate and appropriate action when a complaint of sexual harassment is received. DENR also prohibits retaliation against an individual for filing a complaint or participating in the investigation thereof. Complaints related to this policy should be directed to the Human Resources Director for investigation and resolution. Be advised, if upon investigation it is determined an employee has engaged in sexually inappropriate behavior, he/she may be required to reimburse all or a portion of any judgment or settlement that may result from a claim or civil litigation related thereto. (Revised 10/2019)
Human Resources Policy No. 11: Violence-Free Workplace
Summary: DENR prohibits violence of any nature in the workplace, including behavior that constitutes an act of violence or threat of violence. DENR also prohibits the unauthorized possession and/or use of a dangerous weapon in the workplace, whether on or off duty. Complaints related to this policy should be directed to the Human Resources Director for investigation and resolution. (Revised 7/2023)
Human Resources Policy No. 15: Premium Pay
Summary: Premium pay is an additional, non-base pay afforded to employees in certain jobs for which DENR has experienced recruiting and retention issues. Employees must adhere to the eligibility criteria in order to be approved for, and to continue receiving, premium pay. Business needs may warrant the rescission of, or revision to the amount of, premium pay given at any time. Premium pay is not factored into the calculation of future retirement benefits. (Revised 3/2025)
Human Resources Policy No. 16: Possession of Firearms
Summary: DENR prohibits the personal possession and/or use of a firearm of any nature: (a.) While on duty; (b.) While on DENR property, whether on or off-duty; (c.) while using DENR equipment or vehicles, whether on or off-duty; and (d.) While conducting DENR business, whether on or off-duty. (Revised 10/2020)
Human Resources Policy No. 18: Outside Employment
Summary: Employees must secure approval prior to participating in any outside employment activities, with or without compensation, so as to ensure such secondary jobs or volunteer efforts do not conflict with applicable regulations or create a conflict of interest. The Application for Outside Employment is available under the DENR Forms section of the intranet. (Revised 4/2022)
Human Resources Policy No. 20: Digital ID Signatures - Execution & Routing
Summary: This policy authorizes and requires the use of Digital ID signatures, in lieu of traditional, ink signatures, for purposes of securing Departmental approvals on human resources forms that have been formatted for such functionality. The forms are accessible in the F:\Apps\HR Forms - Digital ID Signatures folder and must be opened using Adobe software for this functionality to work properly. (Revised 6/2021)
Human Resources Policy No. 21: Dress Policy
Summary: DENR employees are expected to demonstrate personal appearance, grooming, and hygiene that promote a positive, professional image. Employees may be required to take leave from the workplace to remedy inappropriate dress/appearance concerns. (Revised 6/2021)
Human Resources Policy No. 23: Substance Abuse and Drug-Free Workplace
Summary: DENR will not tolerate substance abuse or use that imperils the health and well-being of our employees or threatens the quality of our service to the public. For this reason, employees may be required to submit to drug and/or alcohol testing for: Pre-Employment; Post-Accident/Incident; Random; Movement to a Safety-Sensitive Position; Reasonable Suspicion; and/or Rehabilitation Monitoring. (Revised 4/2019)
Human Resources Policy No. 26: Telework
Summary: DENR may allow eligible employees to telework from home when certain conditions are met, including the execution of a signed Telework Agreement. DENR retains the right to determine who should be considered for participation in telework based on employee and job characteristics, including the suitability of assigned duties to be performed remotely and demonstrated performance and dependability of the individual employee. DENR may also invoke mandatory telework in times of disaster, crisis, or for other business needs. (Revised 5/2024)
Human Resources Policy No. 28: Probationary Period
Summary: Employees may be required to serve a probationary period for up to 24 months during which the employee’s abilities, attitude, work ethic, and performance are thoroughly evaluated. A probationary employee who fails to satisfy expectations may be separated at any time. (Revised 6/2019)
Human Resources Policy No. 29: Recoupment of Overpayments
Summary: Any employee, whether current or former, who in error receives an overpayment shall be required to repay such funds to DENR in accordance with state law. In such cases, the employee will receive a demand letter and be afforded a dispute resolution process prior to any legal action being taken. (Revised 4/2022)
Human Resources Policy No. 30: Employee Grievances
Summary: DENR employees are afforded a structured, complaint resolution procedure by which a complaint regarding workplace concerns may be lodged and elevated through the chain of command. The grievance procedure form is available in the F:\Apps\HR Forms - Digital ID Signatures folder. (Revised 10/2020)
Human Resources Policy No. 31: Classified WAE and Student Appointments
Summary: As business needs and budget availability allow, DENR may supplement its regular workforce through the employment of students and classified WAEs. Such employees must meet certain eligibility requirements and are limited to working no more than 28 hours per week (not to exceed a total of 1245 hours in a 12-month period specifically for classified WAEs). Students and classified WAEs must enter their work hours (in 15-minute increments) in the Cross Application Time Statement (CATS) system on the same day on which the time it worked. (Revised 11/2023)
Human Resources Policy No. 32: Americans with Disabilities Act (ADA)
Summary: DENR prohibits discrimination against qualified individuals with disabilities in all employment practices, including hiring, advancement, evaluations, training, and other benefits/opportunities of employment. Moreover, DENR will provide reasonable accommodations to qualified individuals, upon request, to ensure equal opportunities to the aforementioned. (Revised 10/2022)
Human Resources Policy No. 35: Social Media
Summary: DENR employees must be designated as an “authorized user” in order to manage social media sites on behalf of DENR. Moreover, personal use of social media, depending on the content of the postings, may not be protected as free speech by the First Amendment and therefore could have a connection back to and affect their employment relationship with DENR. (Revised 6/2021)
Human Resources Policy No. 36: Computer Usage
Summary: DENR employees are prohibited from (a.) Use of the email or internet systems to engage in conduct violative of law or agency policy; (b.) Downloading or otherwise installing files, hardware, software, etc. not approved by the Office of Technology Services (OTS); and (c.) Personal use that is excessive, affects system usage or is intended to produce personal monetary gain. (Revised 6/2015)
Human Resources Policy No. 37: Special Entrance Rates
Summary: Special Entrance Rates (SERs) are hiring rates set above the pay range minimum for certain jobs for which DENR has experienced recruiting and retention issues. Employees must meet the eligibility criteria for the applicable job title in order to receive the SER rate. SERs are considered base pay and thus factored into the calculation of future retirement benefits. (Revised 4/2025)
Summary: This outlines how the Department of Energy and Natural Resources (DENR) intends to manage attendance and leave for unclassified appointees and unclassified employees in accordance with Executive Order Number JBE 2023-18. Any subsequent executive order relating to the rules and policies for the unclassified service supersedes this policy. (Established 5/2024)
STATEWIDE PERSONNEL
Statewide Personnel Policy No. 2: Overtime-Compensatory Time
Addendum: Overtime Compensation for Emergency Support Functions
Summary: Employees may be required to work overtime for which compensation will be granted via the payment of wages or the crediting of compensatory leave. The rate of compensation is dependent upon whether the hours worked: (1.) Qualify as FLSA or State overtime; or, (2.) Were due to and directly related to a qualifying emergency. There must be pre-approval and a valid business reason for any overtime worked. Overtime hours worked must be submitted electronically in CATS, including an explanation of the nature of work performed in the Comments section, during the pay period in which the overtime is worked. (Revised 7/2019)
SAFETY
For more information regarding DENR's Safety program, please refer to our Loss Prevention Safety Manual located at www.dnr.louisiana.gov/lossprevention.
Summary: DENR management is committed to the implementation of a loss prevention/safety program for all employees in order to protect them from accidents that directly impact their quality of life.
Assignment of Responsibilities
Summary: All DENR employees have an assigned responsibility for implementing the loss prevention/safety program.
Summary: All employees are expected to comply with DENR’s general safety rules, which are intended to help reduce the chance of accidents and injuries.
Summary: Employees are expected to minimize or eliminate potential exposure to BBP through the use of protective equipment, training, clean-up procedures, and medical protocol involving post-exposure evaluation.