"It's important to jump into things and get involved and that's what I did — socially, academically, and extracurricular activity. I have no regrets or missed opportunities and law school was a great period of time in my life."
Louisiana ranks #2 in petroleum refining capacity.
Code of Student Professional Responsibility and University Policy Statements
Law school is the first step toward becoming a member of the legal profession. Members of the legal profession are subject to the highest standards of professional conduct.The Law Center, therefore, expects its students to adhere to high standards of conduct during their legal education and to avoid even the appearance of impropriety during that process.
Just as lawyer behavior reflects on the bar and courts even when they are not in Court, student behavior can reflect on the Law Center away from the physical facility.When students represent the Law Center, or when their behavior might closely affect the Law Center or its relationships with other institutions in Louisiana or abroad, students are expected to abide by the professional obligations of the Code of Student Professional Responsibility.
It is the obligation of every student to report to the Office of the Vice Chancellor or to a member of the Ethics Committee of the Student Bar Association any violation of this Code of Student Professional Responsibility. Students are expected to live up to the standards set forth in this Code and to assist in its enforcement.
Lying, cheating, plagiarism, theft, and other forms of student misconduct are prohibited.
Rules of Procedure for Disposition of Complaints
1. Any person having knowledge of a violation of this Code shall report the incident to the Vice Chancellor of the Law Center designated by the Chancellor to receive such reports, or to a member of the Ethics Committee of the Student Bar Association. If a report is made to a member of the Ethics Committee, that member shall promptly report the matter to the designated Vice Chancellor.
Law Center Computer Usage Policy
An individual who uses the computing resources provided by Paul M. Hebert Law Center, Louisiana State University (“LSU”) should be aware of the following:
• LSU computing resources are defined as all LSU-supplied computers, and all publicly available networks, processors, peripherals and supplies under the administration of the Paul M. Hebert Law Center, or LSU A & M’s Office of Computer Services, academic departments or colleges.
• Use of LSU computing resources is a privilege and not a right. As with all privileges, abuses will not be tolerated.
• An individual member of the LSU community, faculty, staff or student may be given access to one or more LSU computing resources, with or without the issuance of a logonid. If a logonid is issued, it will remain valid so long as the individual is associated with LSU.The proper use of a logonid is ultimately the responsibility of the individual under whose name it has been assigned.Therefore, guard your passwords and do not share your logonid.
• The use of another individual’s logonid without his/her express consent will be viewed as the stealing of LSU resources and as computer fraud.
• Inappropriate use of LSU computing resources or of the Internet or other networks to which LSU is directly or indirectly connected will be deemed abuse of computer privileges. Examples of inappropriate use include the installation of software in violation of copyright laws, participation in network activities that place a strain on limited computer resources including any type of network games, the sending or displaying of obscene or pornographic material, the sending of harassing messages to other individuals through a network, and the unauthorized access or attempted access of another network computer system from LSU computing resources. LSU may take the following action against an individual who abuses computer privileges or has gained unauthorized access to LSU computing resources:
• Access to LSU computing resources may be terminated.
• The logonid may be inactivated.
• The appropriate authorities (LSU, LSU A & M, state or federal) may be informed.
• Actions taken will depend on the severity of the computer abuse and may include disciplinary action against an employee or student. Privacy of Student Records (FERPA)
Usage of the Electronic Classroom during Final Examinations
Law students intending to take their final examinations using the Exam4 software are expected to provide their own laptop computer. The Law Center does not have a sufficient number of lab computers openly available for usage during final examinations.
If a law student is prepared to take a final examination on his/her own computer but experiences a computer/software failure too close to the administration of the final examination to fix the problem or replace the laptop, as determined by the Law Center’s Information Technology (“IT”) Department, the student may use one of the 15 lab computers in the Law Library, Room L111.
To use a lab computer for a final examination, the student must first verify the computer or software failure with the IT department in Room 317 and also notify the Registrar's Office so it is aware of the change. These computers are available on a first-come, first-served basis and availability is not guaranteed. Please make every effort to ensure your computer is in good working order well before the start of final examinations.
The Family Educational Rights and Privacy Act (FERPA) affords students certain rights with respect to the education records:
1. The right to inspect and review the student’s education records within 45 days of the day the University receives a request for access. Students should submit to the Registrar and Vice Chancellor for Academic Affairs or other appropriate Law Center official, written requests that identify the record(s) they wish to inspect.The official will make arrangements for access and notify the student of the time and place the records may be inspected. If the records are not maintained by the official to whom the request was submitted, that official shall advise the student of the correct official to whom the request should be addressed.
2. The right to request the amendment of the student’s education records that the student believes are inaccurate or misleading. Students may ask the Law Center to amend a record that they believe is inaccurate or misleading.They should write the Law Center official responsible for the record, clearly identify the part of the record they want changed, and specify why it is inaccurate or misleading.
If the Law Center decides not to amend the record as requested by the student, the Law Center will notify the student of the decision and advise the student of the right to a hearing regarding the request for amendment.Additional information regarding the hearing procedures will be provided to the student when notified of the right to a hearing.
3. The right to consent to disclosure of personally identifiable information contained in the student’s educational records, except to the extent the FERPA authorizes disclosure without consent.
One exception which permits disclosure without consent is disclosure to school officials with legitimate education interests.All student’s educational records are open to the Chancellor and the Vice Chancellors. In addition, the following individuals are also Louisiana State University officials:
a. A person employed by the University in an administrative, supervisory, academic, research, or support staff position, including health and medical staff, teaching assistants, and student assistants.
b. A person appointed by the Board of Supervisors.
c. A person employed by or under contract to the University to perform a special task, such as a University attorney.
d. A person employed by the LSU Police Department. A school official has a legitimate educational interest if the official acts in the following capacities: performance of a task that is specified in his or her position description or contract agreement, related to a student’s education or to the discipline of a student; provision of a service or benefit relating to the student or the student’s family; or maintenance of the safety and security of the campus.
Upon request, the Law Center discloses educational records without consent to officials of another school in which a student seeks or intends to enroll and agencies and offices administering financial aid.
The right to file a complaint with the U.S. Department of Education concerning alleged failures of Louisiana State University to comply with the requirements of FERPA.The name and address of the Office that administers FERPA is: Family Policy Compliance Office, U.S. Department of Education, 600 Independence Avenue, SW,Washington, DC 20202-4605.
Copies of the University’s Policy Statement 30 concerning FERPA may be obtained from the Office of Admissions and Student Records.
Directory information is defined as the student’s name, telephone listings, home, local, and email addresses, photograph; date and place of birth, major field of study and classification; activities and sports, weight and height (members of athletic teams); dates of attendance, degrees, awards and honors received; and the most recent educational institution attended by the student.
LSU maintains two directories that are available via the Web.The PAWS Directory is available to only LSU students, former students, faculty and staff (i.e., persons with a relationship with the University). Students’ address information is displayed on the PAWS Directory. Students have the option of suppressing some or all of their address information via their PAWS desk tops.
The Public Directory is available to the general public via the LSU home page. No student address information is presented on the Public Directory, unless students choose to have the information displayed. Students may opt to show information on the directory via PAWS.
Persons With Disabilities
The Law Center is committed to providing equal opportunity for all qualified persons without regard to disability in the recruitment of, students, and in the admission to, participation in, and employment in all its programs and activities pursuant to the Americans with Disabilities Act of 1990 (ADA) and other related federal and state law.A copy of the Law Center’s Policy for Persons with Disabilities can be obtained from the Office of Admissions and Student Records.
The Law Center does not discriminate on the basis of disability in any academic program or activity and strives to integrate students with disabilities into the Law Center community to the fullest extent possible. Qualified applicants with disabilities will not be denied admission or subjected to discrimination in admission to or promotion in the Law Center on the basis of their disability.
The Law Center works with the LSU Office of Disability Services to provide services for students with disabilities. Students with disabilities who need reasonable accommodations and services should contact the LSU Office of Disability Services, 112 Johnston Hall, Baton Rouge, LA 70803; or call 578-5919. Specialized support services are based on the individual student’s disability-based need. Students must provide current documentation of their disabilities at the time services are requested.All requests and documentation are treated as confidential. Efforts will be made to develop and implement an appropriate reasonable accommodation plan that meets the student’s needs without imposing undue burden on the Law Center or altering its academic standards.
Students who need special accommodations on examinations must make those needs known to the LSU Office of Disability Services in writing each semester at least one month prior to the beginning of examinations.Although the foregoing is the deadline, students are encouraged to initiate the process early in a semester. It is possible that additional documentation, consultation, etc., may be necessary to substantiate the need for accommodation or to determine the appropriate accommodation. Such additional steps will require time, and students applying late in the semester are at risk of not having adequate time to complete those steps.The LSU Office of Disability Services will then contact the Vice Chancellor for Academic Affairs and make a recommendation.The Vice Chancellor for Academic Affairs will make the final decision regarding accommodation and communicate that decision in writing to the students. In order to preserve the anonymity of the process, the student should not inform his or her professors about the request.
Students who have requested accommodations and who believe that such accommodations have been impermissibly denied, or who believe that they have been discriminated against on the basis of their disability, should report the matter to the Vice Chancellor for Academic Affairs if the request was made of a faculty or staff member, and to the Chancellor if the request was made of the Vice Chancellor.The student may also request that, before deciding on the matter, the Chancellor refer the matter to a Faculty Committee which shall recommend to the Chancellor an appropriate solution.
The Law Center shall not discriminate against any individual for filing a charge of discrimination, opposing any practice or act made unlawful by the ADA, or for participating in any proceeding under the ADA. In addition, the Law Center shall not coerce, intimidate, threaten, or interfere with any person in the exercise or enjoyment of his or her rights under the Act or because he or she aided or encouraged any other person in the exercise or enjoyment of rights under the ADA.
The Director of Student Affairs and Registrar (578-8646) is the ADA coordinator for all nonacademic affairs.The Vice Chancellor for Academic Affairs is the ADA coordinator for all academic affairs.
Law Center Policy on Smoking
Smoking is not permitted in either of the Law Center buildings.
Note: The policies reproduced in the remaining pages of this catalog are the policies of Louisiana State University and A & M.They also apply to the Baton Rouge Campus of LSU A & M.They also apply to the Paul M. Hebert Law Center, except to the extent that they are incompatible with the autonomous status of the Law Center. See Policy Statements at website: http//appl003.ocs.lsu.edu/ups.nsf Immunization Policy—PS-72
Effective for the Fall semester 2005 and thereafter, no student shall enroll for the first time without documentation of adequate immunization for or immunity to measles, mumps, rubella, tetanus and diphtheria, and tuberculin skin testing (see below*). Undergraduate students returning to LSU after an absence of a semester or more shall be considered to be enrolling for the first time for purposes of this policy. Graduate students returning to LSU after an absence of three semesters or more shall be considered to be enrolling for the first time for purposes of this policy. This policy excludes students matriculating only in off-campus or continuing education/extension courses and degree only candidates. Exemptions from immunization requirements are permitted for medical, religious, or other personal reasons.
*Tuberculin skin testing is required for all students belonging to groups at high risk for TB infection or disease. Categories of high risk students rare listed on the LSU immunization form and include students who have lived in a county other than a list which includes the United States, students taking immunosuppressive medications such as prednisone, and those who have resided, worked or volunteered in a prison, homeless shelter, hospital, nursing home, or other long-term treatment facility. Students born before January 1, 1957 are exempt from the requirement for proof of immunization for or immunity to measles, mumps, and rubella.All students to whom this law applies are required to submit proof of immunizations, immunity or exemption to the Student Health Center after being admitted to the University. Failure to comply with Louisiana Law
R.S. 17:170; Schools of Higher Learning will cause a student to be ineligible to pay university fees and attend classes until the student complies. Classes may be purged if a student is not in compliance by established deadlines as promulgated by the Office of Admissions and Student Records. Requests for exemption because of medial reasons must be signed by a physician or other health care provider. Requests for waivers for exemption because of religions or other personal reasons may be signed by the student (or by a parent or legal guardian if the student is not yet 18 years of age).
Students who elect exemption from the immunization requirements for medical, religious, or other personal reasons and students who have not provided proof of adequate immunization or immunity for any other reason may, at the discretion of the Chancellor, be required to leave the campus in the event of an outbreak of measles, mumps, rubella, diphtheria, or tuberculosis on the campus and may be required to remain away from the campus has expired.An outbreak is defined as one case of measles and numbers of cases of mumps, rubella, and diphtheria as defined by the Louisiana State Health Officer. Students not immunized may avoid exclusion from the campus by obtaining immunization and furnishing proof thereof.
Please visit the Student Health Center, corner of West Chimes and Infirmary Road, the website at http://students.lsu.edu/shc, or call 225/578-6271, if additional information is needed
I. Purpose—To state the University position, policy, and responsibility regarding sexual harassment as related to its students. II. Policy—The University reaffirms and emphasizes commitment to provide an educational and work environment free from sexual harassment and to provide a means to remedy sexual harassment that students may have experienced. The intent of this policy is to express the University’s commitment and responsibility to protect its students from sexual harassment. It is not intended to infringe upon constitutionally guaranteed rights nor upon academic freedom. In considering allegations of sexual harassment, the University must be concerned with the rights of both the accused and the accuser.
All proven cases of sexual harassment shall result in appropriate disciplinary action.The severity of the disciplinary action shall be consistent with the seriousness of the act of sexual harassment. Additionally, under appropriate circumstances, the University may take action to protect its students from sexual harassment by individuals who are not students of the University.
III. Definitions—Sexual harassment: is a form of unlawful sexual discrimination. It is defined as unwelcome verbal, visual, or physical behavior of a sexual nature. It can also include unwelcome gender-based conduct.A man or a woman may be the victim of sexual harassment or the initiator of sexual harassment.The victim does not have to be of the opposite sex of the initiator. Sexual harassment includes both “quid pro quo” and “hostile environment” unlawful discrimination. Both are defined below. Quid pro quo sexual harassment: involves a situation where unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature are made either explicitly or implicitly a term or condition of an individual’s academic achievement, employment, or position within the group or team and submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual’s academic, employment, or membership standing. In these situations, the student is forced to choose between submission to sexual demands or the loss of impartial treatment and evaluation as a student, employer, or member of the group. Quid pro quo sexual harassment typically involves an authority relationship in which the recipient is vulnerable with respect to academic advancement or standing, employment or membership so that objection to the demands may have negative consequences.
Examples of such potential relationships include student and teacher, teaching assistant, lab assistant, grading assistant, advisor, counselor, coach, administrator, or tutor and other relationships in which one person has the potential to reward or penalize another in regard to his or her student role. Examples may also include supervisors and subordinates, employers and job applicants, active member and pledge, organization officer and member, team leader or captain, and team member, etc.
Hostile environment sexual harassment: is unwelcome verbal or physical conduct of a sexual nature or gender-based conduct in which the conduct has the purpose or effect of unreasonably interfering with an individual’s academic, work, team or organization performance or creating an intimidating, hostile or offensive working environment. Hostile environment sexual harassment may exist even in the absence of quid pro quo sexual harassment or the absence of an authority relationship.
Examples include unwelcome touching or suggestive comments, offensive language or display of sexually oriented materials, obscene gestures, and similar sexually oriented behavior of an intimidating or demeaning nature.
Employee: is defined as any person having an employment relationship with the University.
Student: is defined as any person enrolled in a credit or non credit instructional program offered by any unit of the University.
IV. Procedures—Because sexual harassment may involve a wide range of sexually oriented behaviors and is, in part, a function of the way in which such behaviors are perceived, the way in which a given incident is appropriately treated depends on its effect upon the recipient as well as upon the specific behavior itself. For example, simply informing the initiator through verbal or written communication that the behavior is unwelcome and should cease may be sufficient to end it. On the other hand, the situation may be such or the behavior may be so extreme that the recipient is unwilling or unable to deal with it in this way. To help the recipient determine how best to remedy sexual harassment, as well as to insure that appropriate measures are taken when warranted, anyone who believes himself or herself to have been subjected to sexual harassment may make use of both informal and formal resolution procedures.
Both sets of procedures will operate under the general principles of fairness and confidentiality and must provide that a charge of sexual harassment is carefully reviewed to determine whether the conditions in the preceding definition have been met and to further provide that the rights of both the accuser and the accused are protected. No University disciplinary action for sexual harassment shall be imposed on a University student except in accordance with the provisions of this policy statement and Code of Student Conduct.
A.Informal Procedures—A student who believes he/she has been subjected to sexual harassment or who believes a fellow student, a member of the faculty or staff, or an individual working on or visiting the Campus may be sexually harassing him or her may bring it to the attention of an administrative officer responsible for the unit in which the harassment occurred or the alleged harassed works.
Examples of the appropriate administrative officer, depending upon where the alleged harassment occurred, are the faculty member responsible for the class, the department chairperson or the dean of the college, a residence hall staff member, the Director of Greek Affairs, the head coach or the Athletic Director, the Director of University bands, the employee’s supervisor, the Director of Recreational Sports, the organization’s advisor, etc.
The student may prefer, however, to discuss the matter initially with the University personnel designated to assist in the resolution of sexual harassment matters.The designated individual for alleged sexual harassment by a University employee (including a member of the faculty or academic staff) is the Assistant Director of Employee Relations in the Office of Human Resource Management.The designated individual when the alleged sexual harassed is a fellow student is the Dean of Students or his or her designee in the Office of the Dean of Students.When the designated office receives a complaint, the unit head or supervisor of the person against whom the complaint is made if the person is an employee of the University, will be immediately notified. If appropriate, that unit head or supervisor should immediately suspend any authority relationship between the complainant and the accused. If the alleged harassed is a fellow student, the Dean of Students may take steps to immediately end all required contact between the accused and the accuser, and instruct the accused to cease all contact with the accuser.
The person receiving the complaint must provide the complainant with a copy and explanation of this policy statement. Any administrative officer receiving a complaint under this policy must provide notice to the University’s Human Resource Management Office that an allegation of sexual harassment has been made. If the alleged harassed is a student, the Dean of Students Office must be notified of the complaint.
Although considerable latitude exists in how a charge of sexual harassment is addressed informally, informal resolution requires that the accuser, the accused and, if appropriate, the accused’s administrative superior all be willing to seek informal resolution of the matter.Any of the parties may decline informal resolution process. If the matter is resolved informally, both the accused and the accuser should signify in writing their agreement with the terms of informal resolution and this agreement should be witnessed in writing by the Dean of Students and the accused’s administrative superior, if appropriate.The Dean of Students Office or, in the case of an employee, Human Resource Management, must be consulted prior to written resolutions and receive a copy of the resolution.
B. Formal Procedures—If an attempt at informal resolution is unsatisfactory to the complainant, the accused, the unit head, or the accused’s superior; if the sexual harassment continues after informal procedures have been exhausted; or if the complainant, the accused, the unit head, or the accused’s superior is unwilling or unable to deal with the situation under the guidelines for informal procedure, the complainant may file a formal charge of sexual harassment. Formal procedures require the complainant to file a signed, written statement alleging sexual harassment, which must include the following: the name of the complainant; the nature of the alleged violation as defined in this policy statement; the date(s) of the occurrence(s); the names of any witnesses to the occurrence(s), the place(s) of the occurrence, and the resolution(s) sought. LSU PAUL M. HEBERT LAW CENTER
The Dean of Students and the Director of Human Resource Management are responsible for administration of the University’s policy on sexual harassment. Specific responsibility to investigate a charge of sexual harassment brought against an employee (including member of the faculty and academic staff) under PS-73 has been delegated to the Assistant Director for Employee Relations (304 Thomas Boyd Hall, 578-8434). Responsibility to investigate a charge of sexual harassment brought against a student under PS95 rests with the Dean of Students Office (122 Johnston Hall, 578-4307).The individual investigating the charge will advise and assist the student in understanding the review procedure. Formal charges of sexual harassment brought against a student will be investigated and resolved in accordance with the provision of the Code of Student Conduct.
The individual receiving the statement will immediately notify the unit head or supervisor of the person against whom the allegation is made. If appropriate, that unit head or supervisor should immediately suspend any authority relationship between the complainant and the accused.
The use of this formal procedure in no way limits a resolution that is agreeable to all parties at any stage. However, any such mutually agreed resolution must be documented in writing and signed by the accuser, the accused, and the unit head or administrative superior of the accused. For both the formal and informal procedure: when a member of the faculty or academic staff is charged with sexual harassment,the Vice Chancellor for Academic Affairs and Provost will be informed.
V. Retaliation—Employees, students, and other individuals involved in a sexual harassment complaint or investigation are protected from retaliation of any form. Any individual violating the prohibition against retaliation may be subject to disciplinary action. University Drug Policy—PS-67
The Illegal or Abusive Use of Drugs—
For current information, please check the LSU website: