- Category: POMC
The Port prohibits any verbal, physical or visual conduct which could offend, intimidate or create a hostile working environment for any individual on the basis of race, color, religion, national origin, gender, age, disability or any other characteristics protected by federal, state or local law. The Port also specifically prohibits sexual harassment, which is defined in this Policy as sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature. The conduct prohibited by the preceding paragraph will not be tolerated under any circumstances, including cases where the conduct is unwelcome, and or:
- Submission to the conduct is made either explicitly or implicitly a term or condition of an individual's employment, or
- Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual;
- The conduct has the purpose or effect of unreasonably interfering with the individual's performance or of creating an intimidating, hostile or offensive working environment. The types of behaviors that may constitute prohibited harassment include, but are not limited to: derogatory, vulgar, or graphic written or oral statements or jokes regarding race, color, religion, national origin, disability, gender, sexuality, sexual experience or any other characteristics protected by federal, state or local law; unnecessary touching or physical assault; sexual compliments, flirtations, advances, propositions, innuendoes, suggestions or jokes; or the display of offensive or sexually suggestive pictures or objects.
It shall be the responsibility of the Executive Director and other supervisory personnel to ensure adherence to this Policy. All supervisory personnel and managers have the duty of ensuring that no individual or employee is subjected to sexual harassment or any other form of unlawful harassment, and of maintaining a workplace free of such harassment.
Supervisory personnel shall discuss this Policy with employees and assure them that they are not required to endure any form of unlawful harassment.
The Port encourages employees to report all perceived incidents of harassment, regardless of the position of the alleged offender or the severity of the incident. Any employee, who has a harassment complaint against a supervisor, coworker, visitor, customer or other person, must bring the problem to the Executive Director's attention. The Executive Director, at his discretion, may designate some other person to receive the complaint. If you are uncomfortable with reporting the harassment to this person or if you believe that your complaint was not properly addressed, you should report the incident to the President of the Port Commission who may also designate some other person to act on his behalf.
The complaint will be thoroughly investigated in a professional manner. You will be notified of a decision or of the status of the investigation as soon as possible. There will be no discrimination or retaliation against any individual who files a good-faith harassment complaint, even if the investigation produces insufficient evidence to support the complaint, and even if the charges cannot be proven. There will be no discrimination or retaliation against any other individual who participates in the investigation of a harassment complaint. If the investigation substantiates the complaint, appropriate corrective and/or disciplinary action (up to discharge) will be pursued. Disciplinary action (up to discharge) will also be taken against individuals who make false or frivolous accusations, such as those made maliciously or recklessly. Actions taken internally to investigate and resolve harassment complaints shall be conducted confidentially to the extent practicable and appropriate, and consistent with Louisiana Law, in order to protect the privacy of persons involved.
This Policy applies to all the Port's employees whether related to conduct engaged in by fellow employees or someone who is not directly related to the Port, such as a vendor, consultant, client, customer, or other Port contact. All supervisory personnel have an affirmative obligation to maintain a workplace free of unlawful harassment.
Port's sexual harassment policy shall be posted on the office notice board and on the Port's website.
In accordance with La. R.S. 42:341-345, all employees and members of the Board of Commissioners shall receive one hour of education and training on preventing sexual harassment and any additional education and training required by law..
Download Harassment Policy
U.S. Coast Guard Maritime Security (MARSEC) Levels
- Category: POMC
The Coast Guard has a three-tiered system of Maritime Security (MARSEC) levels consistent with the Department of Homeland Security's Homeland Security Advisory System (HSAS). MARSEC Levels are designed to provide a means to easily communicate pre-planned scalable responses to increased threat levels. The Commandant of the U.S. Coast Guard sets MARSEC levels commensurate with the HSAS. Because of the unique nature of the maritime industry, the HSAS threat conditions and MARSEC levels will align closely, though they will not directly correlate.The Coast Guard has a three-tiered system of Maritime Security (MARSEC) levels consistent with the Department of Homeland Security's Homeland Security Advisory System (HSAS). MARSEC Levels are designed to provide a means to easily communicate pre-planned scalable responses to increased threat levels. The Commandant of the U.S. Coast Guard sets MARSEC levels commensurate with the HSAS. Because of the unique nature of the maritime industry, the HSAS threat conditions and MARSEC levels will align closely, though they will not directly correlate.
MARSEC levels are set to reflect the prevailing threat environment to the marine elements of the national transportation system, including ports, vessels, facilities, and critical assets and infrastructure located on or adjacent to waters subject to the jurisdiction of the U.S.
Port will advertise for bids on rail project
- Category: POMC
The Morgan City Harbor and Terminal District Commission recently recognized commissioners Matt Ackel and Duane Lodrigue for a decade of service on the commission. Both are nearing the end of their time as port commissioners. Front row, from left, are Port Office Manager Tori Henry, Ackel, Lodrigue, and Commissioner Joe Cain. Back row are commissioners Tim Matthews Sr. and Ben Adams, Port Executive Director Raymond “Mac” Wade, Commissioner Adam Mayon, Port Economic Development Manager Cindy Cutrera, and commissioners Lee Dragna and Pete Orlando.
By ZACHARY FITZGERALD
After recently learning that the Port of Morgan City will get almost $4.8 million from state government to
fund several projects, port leaders took the first step toward starting that work. On Monday, the Morgan City Harbor and Terminal District Commission authorized port officials to advertise for bids to repair and perform maintenance on the port’s railroad spurs on Youngs Road. Last month, port officials entered into an agreement with the state Department of Transportation and Development through the Port Construction and Development Priority Program for improvements to the port’s railroad spurs, dock and closure of a drainage canal by the spurs to allow for unloading of rail cars at that location. The state has committed about $4.8 million to go toward those projects. Port leaders plan to begin paying for the work, and then get reimbursed from the state in about 2½ years, Port Executive Director Raymond “Mac” Wade said. The port will spend another $600,000 to $700,000 of its own funds, he said. Improvements to the port’s dock to provide extra space to unload ships will be the most expensive portion of the projects at roughly $4 million, he said. Wade expects all three projects to finish within about four years. Maintenance on the railroad spur is the first phase of work set to go to construction, consultant engineer Clay Breaud said. During the meeting, the commission approved a memorial resolution in honor of former commissioner, the late Gary Duhon Sr., who died Nov. 24 from cancer, and to send the resolution to his family. Duhon resigned from the commission in October due to his declining health. “He was very faithful to this board for a long time,” Wade said of Duhon. Also at the meeting, Wade announced that the port and the U.S. Coast Guard signed an agreement Dec. 1 for the Morgan City marine safety unit to lease space in the p o r t ’s Government Emergency Operations Center through 2038. The unit will be moving from its location on David Drive to the port facility on La. 182. Finalizing the lease agreement with the Coast Guard had been in the works for a long time, Wade said. In other business, the commission —Recognized commissioners Matt Ackel and Duane Lodrigue for a decade of service on the commission. Both are nearing the end of their time as port commissioners.
—Approved the port to rescind a prior action and transfer the title of improvements made to the port’s property on Youngs Road to Intermoor, which leases property there, contingent upon legal and accounting review. The rescinding of the action was for accounting purposes, and all improvements to the property will remain on site, port attorney Gerard Bourgeois said.
—Tabled action on election of commission officers until January.
Published by Daily Review 12/11/18
- Category: POMC
Click to download the Morgan City Harbor and Terminal District's 2018 BUILD Grant Application
A. Letters of Support
B. Economic Impact and Benefit-Cost Analysis:
Port of Morgan City Market Analysis by Moffatt & Nichol
Economic Impact Related to Loss of PMI Operations at Port of Morgan City by Dr. James Richardson
Port of Morgan City Strategic Plan by University of New Orleans
Benefit Cost Analysis Narrative
Benefit Cost Analysis Executive Summary
Benefit Cost Analysis Informational Spreadsheets
C. Additional Background Documents and Analysis:
Project Schedule FY 2018