The Port of New Orleans is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Port NOLA expects that all relationships among persons in the office will be business-like and free of explicit bias, prejudice and harassment.

The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities in several areas, including employment, transportation, public accommodations, communications and access to state and local government' programs and services.

Reasonable Accommodations

Reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities. For example, reasonable accommodation may include:

• providing or modifying equipment or devices,
• job restructuring,
• part-time or modified work schedules,
• reassignment to a vacant position,
• adjusting or modifying examinations, training materials, or policies,
• providing readers and interpreters, and
• making the workplace readily accessible to and usable by people with disabilities.

Louisiana Ethics applies to the processes, behavior, and policy of state agencies and the public officials who serve in elected or appointed positions. The role of the state agency and its employees is to serve the public interest with ethical awareness and ethical actions. When employees serve the public interest and avoid engaging in behavior that promotes any private interests, they are acting for the common good.

Every Port employee is required to take Louisiana Ethics training annually. Training completions are monitored by Human Resources.

Article 10, Section 9: Prohibition for classified employees relative to participation in elections, political parties, political organizations, or solicitation of other employees.

Article 10, Section 20: Prohibition on employees participating in political activities and soliciting on behalf of political interests. Also bans the use of any state resource or an employee’s authority or position to advocate for political action.

Article 7, Section 14: Prohibits the use of state resources for private uses, which has been interpreted to include employee time on the job.

R.S. 24:56(F): Difference between public information and lobbying.

R.S. 18:1465: Prohibits the use of public money for political activity.

Gifts (R.S. 42:1116): Employees may not accept gifts if a person thinks an employee can sway legislation (such as through the use of expert testimony), nor may employees apply pressure for gifts.

Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this handbook, “sexual harassment” is defined, as in 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 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 working environment.

Workplace Harassment Prohibition

The Port of New Orleans prohibits workplace harassment, which includes bullying, offensive comments/conduct, or discrimination, based on race, color, religion, sex (including sexual harassment and pregnancy discrimination), sexual orientation, gender identity, national origin; age (40 years of age and over), genetic information, or disability (physical or mental) or retaliation for protected EEO activity will not be tolerated. In addition, harassing conduct, where unwelcome verbal or physical conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment, will not be permitted. Retaliation against those who report prohibited harassment, misconduct, serve as a witness or participate in the Equal Employment Opportunity (EEO) process, or otherwise oppose discrimination and harassment is also strictly prohibited.