Notice to Contractors: Winches for General Cargo Dock

Agency: The Port of Caddo-Bossier
State: Louisiana
Type of Government: State & Local
NAICS Category:
  • 236220 - Commercial and Institutional Building Construction
  • 237990 - Other Heavy and Civil Engineering Construction
Posted Date: Aug 4, 2020
Due Date: Sep 10, 2020
Bid Source: Please Login to View Page
Contact information: Please Login to View Page
Bid Documents: Please Login to View Page
Notice to Contractors: Winches for General Cargo Dock
Home >> Bid Advertisements >> Notice to Contractors: Winches for General Cargo Dock
Submitted on Tue, 08/04/2020 - 14:44
Sealed bids for the construction of the following project will be received by the Caddo-Bossier Parishes Port
Commission at The Regional Commerce Center, 6000 Doug Attaway Blvd., Shreveport, LA 71115
until 2:00 PM on September 10, 2020, at which time and place bids will be publicly opened and read. No bids will be
received after 2:00 PM. A mandatory Pre-Bid Conference will be held on Aug 26, 2020 at the Caddo- Bossier Port at
10:00 AM.
To review and download project specifications, click here .

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SEXUAL HARASSMENT POLICY
INTRODUCTION
It is the goal of the Caddo-Bossier Parishes Port Commission (the “CBPC”) to
promote a workplace that is free of sexual harassment. The CBPC Sexual Harassment
Policy applies to all employees at all levels of the CBPC. Sexual harassment of
employees occurring in the workplace, or in other settings in which employees may find
themselves in connection with their employment, is unlawful and will not be tolerated by
the CBPC. Further, any retaliation against an individual who has filed a sexual
harassment complaint is similarly unlawful and will not be tolerated. To achieve the
CBPC’s goal of providing a workplace free from sexual harassment, the CPBC will not
tolerate the conduct that is described in this policy, and has provided a procedure by
which disciplinary action will be taken if sexual harassment is encountered by its
employees.
Because the CBPC takes allegations of sexual harassment seriously, the CBPC
will respond promptly to complaints of sexual harassment and, where it is determined that
such inappropriate conduct has occurred, act promptly to eliminate the conduct and
impose such corrective action as is necessary, including disciplinary action. Please note
that while this policy sets forth the CBPC’s goals of promoting a workplace that is free of
sexual harassment, this policy is not intended to limit the CBPC’s authority to discipline,
or take remedial action, for workplace conduct which it deems unacceptable, regardless
of whether that conduct satisfies the definition of sexual harassment.
DEFINITION OF SEXUAL HARASSMENT
“Sexual harassment” is unwelcome conduct of a sexual nature that is sufficiently
persistent or offensive to unreasonably interfere with an employee’s job performance or
create an intimidating, hostile or offensive work environment. Sexual harassment is
defined by the Equal Employment Opportunity Commission Guidelines as unwelcome
sexual advances, requests for sexual favors and other verbal or physical conduct of a
sexual nature when, for example:
(a) submission to such conduct is made either explicitly or implicitly as a term
or condition of an individual’s employment;
(b) submission to or rejection of such conduct by an individual is used as the
basis for employment decisions affecting such individual; or
(c) such conduct has the purpose or effect of unreasonably interfering with an
individual’s work performance or creating an intimidating, hostile or
offensive work environment.
Under Title VII of the Civil Rights Act of 1964, there are two types of sexual
harassment: quid pro quo and hostile work environment. Sexual harassment can be
physical and psychological in nature. An aggregation of a series of incidents can
constitute sexual harassment even if one of the incidents considered on its own would
not be harassing. Employees are prohibited from harassing other employees whether or
not the incidents of harassment occur on employer premises and whether or not the
incidents occur during working hours.
EXAMPLES OF SEXUAL HARASSMENT
Though sexual harassment encompasses a wide range of conduct, some
examples of specifically prohibited conduct include the following:
Physical assaults, or attempts to commit physical assaults, of a sexual nature; and
intentional physical conduct that is sexual in nature, such as touching, pinching,
patting, grabbing, brushing against or poking another employee’s body;
Unwelcome sexual advances, propositions or other sexual comments, such as
sexually oriented gestures, noises, remarks, jokes or comments about a person’s
sexuality or sexual experience;
Preferential treatment or promises of preferential treatment to an employee for
submitting to sexual conduct, including soliciting or attempting to solicit any
employee or engage in sexual activity for compensation or reward;
Subjecting, or threats of subjecting, an employee to unwelcome sexual attention
or conduct, or intentionally making performance of the employee’s job more difficult
because of that employee’s sex; and/or
Sexual or discriminatory displays or publications anywhere in the CBPC workplace
by a CBPC employee.
All employees should take special note that, as stated above, retaliation against
an individual who has complained about sexual harassment, and retaliation against
individuals for cooperating with an investigation of a sexual harassment complaint is
unlawful and will not be tolerated by the CBPC.
RESPONDING TO CONDUCT IN VIOLATION OF SEXUAL HARASSMENT POLICY
If any CBPC employee believes he or she has been subjected to sexual
harassment, or any unwelcome sexual attention, he or she may address the situation
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directly and immediately to the harasser, if possible. If the inappropriate conduct does
not cease, or if the employee is unable to, or uncomfortable with addressing the alleged
harasser directly, he or she should report the incident to his or her Supervisor, the Director
of Finance and Human Resources, the Executive Port Director or the President of the
CBPC. It is helpful, but not required, to provide a written record of the date, time and
nature of the incident(s) and the names of any witnesses.
It is important to report any and all concerns of sexual harassment or inappropriate
sexual conduct to your Supervisor, the Director of Finance and Human Resources, the
Executive Port Director or the President of the CBPC as soon as possible. The CBPC
must be made aware of the situation so that it can conduct an immediate and impartial
investigation and take appropriate action to remediate or prevent the prohibited conduct
from continuing.
Managers and Supervisors who knowingly allow or tolerate sexual harassment or
retaliation, including the failure to immediately report such misconduct to the Director of
Finance and Human Resources, are in violation of this policy and subject to discipline.
HUMAN RESOURCES
The Director of Finance and Human Resources is responsible for the following:
Ensuring that both the individual filing the complaint, hereinafter referred to as the
“complainant”, and the accused individual, hereinafter referred to as the
“respondent” are aware of the seriousness of a sexual harassment complaint;
Explaining the CBPC’s sexual harassment policy and investigation procedures to
the complainant and the respondent;
Exploring informal means of resolving sexual harassment complaints;
Notifying the police if criminal activities are alleged;
Notifying the General Counsel and Chief Legal Officer or independent counsel to
investigate the alleged harassment and request the preparation of a written report;
Submitting a written report summarizing the results of the investigation and making
recommendations to the CBPC; and
Notifying the complainant and the respondent of the corrective action to be taken,
if any, and administering those actions.
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COMPLAINT RESOLUTION PROCEDURES
An employee should report complaints of conduct believed to violate the CBPC’s
sexual harassment policy according to the policy’s complaint procedures. To initiate a
formal investigation into an alleged violation of this policy, employees are required to
provide a written statement on the Harassment Reporting Form about the alleged
misconduct to the Director of Finance and Human Resources, the Executive Port Director
or the President of the CBPC. Complaints should be submitted as soon as possible after
an incident has occurred. The Director of Finance and Human Resources may assist the
complainant in completing the statement.
To ensure the prompt and thorough investigation of a sexual harassment
complaint, the complainant should provide as much of the following information as
possible:
The name, department and position of the person or persons allegedly causing the
harassment;
A description of the incident(s), including the date(s), location(s) and presence of
any witnesses;
The effect of the incident(s) on the complainant’s ability to perform his or her job,
or other terms or conditions of his or her employment;
The names of other individuals who might have been subjected to the same or
similar harassment;
What, if any, steps the complainant has taken to try to stop the harassment; and
Any other information the complainant believes to be relevant to the harassment
complaint.
CONFIDENTIALITY
All inquiries, complaints and investigations are treated confidentially. Information
is revealed strictly on a need-to-know basis. Information contained in a formal complaint
is kept confidential. However, the identity of the complainant is usually revealed to the
respondent and witnesses. The Director of Finance and Human Resources will take
adequate steps to ensure the complainant is protected from retaliation during the period
of investigation. All information pertaining to a sexual harassment complaint or
investigation is maintained by the General Counsel and Chief Legal Officer in a secure
file. The General Counsel and Chief Legal Officer may answer any questions relating to
the procedures for handling information related to sexual harassment complaints and
investigations to complainants and respondents.
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SEXUAL HARASSMENT INVESTIGATION
Upon receipt of a sexual harassment complaint by the Director of Finance and
Human Resources, the General Counsel and Chief Legal Officer or independent counsel
will promptly investigate the allegations in a fair and expeditious manner. The
investigation will be conducted in such a manner as to maintain confidentiality to the
extent practicable under the circumstances. Employees should be aware; however, that
information must be shared for an effective investigation to be conducted.
DISCIPLINARY ACTION
If it is determined that inappropriate conduct has been committed by a CBPC
employee, the CBPC will take such action as is appropriate under the circumstances.
Such action may range from counseling to termination from employment, and may
include such other forms of disciplinary action, as the CBPC deems appropriate under
the circumstances.
OTHER AVAILABLE PROCEDURES
The procedures available under this policy do not preempt or supersede any legal
procedures or remedies otherwise available to a victim of sexual harassment under local,
state or federal law.
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