Louisiana Department of Education                                              Employee Policies
Special School District (SSD)                                                           Effective Date: 8/12/2013

Pre-Employment Requirements/Conditions for Hire


As both a school district and a state agency, SSD must conduct specific pre-employment reviews and also require employees to agree to certain conditions of state employment before applicants are eligible to be employed.


Unless specified, these following conditions will apply to applicants to whom a conditional offer of employment has been made.

Any questions about these matters should be addressed to the school’s Human Resources Office, for applicants to LSDVI or LSEC, and to the Department of Education’s Human Resources Office, for applicants to SSP.

Disclosure of Sexual Misconduct

Prior to being hired, the applicant must sign a statement that requests and authorizes the release and disclosure of information by the applicant's current or previous employer, if such employer is a city, parish, or other local public school board, relative to all instances of sexual misconduct with students,as defined by the Louisiana Board of Elementary and Secondary Education (BESE), committed by the applicant, if any. The statement shall also request the current or previous employing School Board make available, within twenty (20) business days of receipt of the request, copies of all documents as contained in the applicant's personnel file maintained by such employer relative to instances of sexual misconduct, if any. The request for information shall include a copy of the required statement signed by the applicant.

The applicant may be employed on a conditional basis pending review of any information obtained pursuant to this request. However, in accordance with statutory provisions, any applicant who does not sign the statement as required by law may not be hired.

Any information obtained as a result of the statement and request outlined above shall be used onlyfor the purpose of evaluating an applicant's qualifications for employment in the position for which he/she has applied.

Criminal Background Check

An applicant may not be employed unless the applicant has provided authorization for the disclosure of any information regarding criminal activities, including arrests for, convictions of, or having pled nolo contendre to any criminal offense. After a conditional offer of employment has been made, the Human Resources Office will advise the applicant on how to submit fingerprints for processing and will provide the necessary authorization form.

State law prohibits schools from hiring applicants with convictions, or nolo pleas, for certain criminal offenses, particularly offenses against children or involving violence. For all other information contained in the criminal background check, we will consider the nature of the offense, the length of time since the offense occurred, and any other information the applicant chooses to bring to our attention.

After being hired, an employee shall report the to the SSD Superintendent if the employee is convicted of, or pleads guilty or nolo contendre to, any of the crimes listed in La. R.S. 15:587.1, within forty-eight hours.

Other Background/Reference Checks

In addition to the specific required background checks, SSD will conduct employment background checks to determine an applicant’s suitability for employment with SSD.

Pre-Employment Drug Testing

In accordance with state statute and executive order, all applicants, except those transferring from another executive branch agency without a lapse in service, must submit to, and pass, a drug test, before they may be hired. An applicant with a positive drug test will be eliminated from consideration for employment.
All information, interviews, reports, statements, memoranda, or test results received through the drug testing program are confidential communications and may not be used or received in evidence, obtained in discovery, or disclosed in any public or private proceedings, except in an administrative or disciplinary proceeding or hearing, or civil litigation where drug use by the tested individual is relevant.
Further details about the drug testing program are available in the Alcohol and Drug Free Workplace Policy, which is available from the Human Resources Office upon request.
Legal Authority to Work
SSD participates in the e-verify system. Each applicant must submit documentation required by the e-verify system so that SSD can verify the employee’s legal authority to work.
Each new employee must submit a valid social security card so that SSD can properly pay applicable taxes.
Selective Service
SSD will verify that male applicants who are required to enroll in Selective Service have done so. Male applicants who are 18-25 may be required to provide their Selective Service Registration Card. Veterans may submit discharge papers or discharge certificate, in lieu of the Selective Service Registration Card.
State Retirement and the Social Security Windfall Provision
Most employees, with exceptions for students, and some previously retired employees and part-time employees, will be members of the Louisiana State Employees Retirement System (LASERS) or Teachers Retirement System (TRSL). New employees should be aware that, upon retirement, future Social Security benefits, if applicable, may be reduced in accordance with the Social Security protection Act of 2004, Public Law 108-203, Section 419c.
Mandatory Direct Deposit and Recoupment of Overpayments
State employees are required to be paid through direct deposit. Limited exceptions are available for applicants who cannot open a deposit account. Exceptions may only be approved by the Office of State Uniform Payroll (OSUP). An applicant needing an exception to this requirement should make a request to the Human Resources Office. The employee must be named on the direct deposit account. Exceptions may be made to deposit into accounts of a dependent of the employee, or into a parent/guardian’s account if the employee is a dependent of the parent/guardian.
 State employees must also agree to have overpayments recouped in future pay periods, in accordance with the agency policy on recoupment of overpayments. A final employment offer may not be made until the applicant has submitted a signed statement acknowledging understanding of the agency recoupment policy and that, if overpaid, the overpayment may be recouped in a future pay period after notification in accordance with the policy, which is available from the Human Resources Office.