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Our Mission

The purpose of the Caddo-Shreveport Sales and Use Tax Commission is to collect the proper amount of tax revenue at the lowest possible cost to those we serve, and in a manner that warrants the highest degree of confidence in our integrity, efficiency, effectiveness, and fairness.  To achieve that purpose we will:

  • Encourage the highest level of voluntary compliance with state and local tax laws and regulations
  • Educate and advise the dealers of their responsibilities and rights
  • Determine the extent of compliance and causes for non-compliance
  • Do all things necessary for the proper administration and enforcement of the tax laws
  • Continually search for and implement new, more efficient and effective ways of accomplishing our mission
​Operations

The Commission is governed by a  Board of commissioners and presently has an authorized staff of fifteen.  The agency registers businesses for local sales, use, and occupancy tax purposes; provides them information and forms, receives and processes tax reports, records, accounts for and maintains records as required by law; deposits revenue received with the fiscal agent of each body served; reports revenue collected in detail as required or requested by responsible parties; enforces compliance with the tax laws and provides support and assistance as needed.

Sexual Harassment Policy

Act No. 270 of the 2018 Regular Session requires a policy against sexual harassment be created and each public servant be notified of the policy.  

The Caddo Shreveport Sales & Use Tax Commission is committed to providing a fair and professional work environment.  Therefore, sexual harassment of or by employees shall not be tolerated. 

Applicable federal and state law defines sexual harassment as unwanted sexual advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature when: (1)  submission of the conduct is made a term or condition of employment; or (2)  submission to or rejection of the conduct is used as a basis for employment decisions affecting the individual; or (3)  the conduct has the purpose or effect of unreasonably interfering with the employee’s work performance or creating an intimidating, hostile, or offensive working environment.  

Sexual harassment does not refer to behavior or occasional compliment of a socially acceptable nature.  It refers to behavior that is not welcome, that is personally offensive, that fails to respect the rights of others, that lowers morale, or interferes with work effectiveness.  Although sexual harassment normally refers to sexual favors, other forms of harassment include jokes of a sexual nature, sexually suggestive topics, pictures, obscene gestures, and unwanted physical contact.  

Normal, courteous, mutual respectful, pleasant, non-coercive interactions between employees that are acceptable to and welcomed by both parties are not considered to be harassment.

Complaint Procedure:

Any employee who feels that this policy has been violated should immediately report such conduct to their immediate supervisor and/or the Administrator of the Commission. The complaint will be investigated along with the cooperation of the reporting employee.  All records maintained in a sexual harassment investigation are confidential and access to these records will be kept limited to those who need the records for official use with permission from the Administrator.  A statement will be taken from the employee filing the complaint and the alleged harasser separately.  Based on the evidence, disciplinary action may be taken, ranging from reprimand to termination.

Filing of a complaint will in no way be used against the employee or have an adverse effect on the employees’ employment status.  Retaliation of any kind due to a complaint being filed would be considered a violation of this policy.