WGMA Online Supervisory Training Course and Examination

If you have never been Supervisory Skills certified, you must take the class in person, and you will not receive credit for this course. Please contact your Local officials for assistance to sign up for the in-person class.

Introduction to Supervisory Training

OSHA requires supervisory training for all workers who supervise more than 5 people (29 CFR 1918.98). All Gang Foreman are contractually required to take this class every 3 years to maintain certification. While current, this class will satisfy the prerequisite of Longshore Skills, except for workers entering the industry through the joint selection process. In addition to what is covered in Longshore Skills, this class covers how to be a successful leader, how to be aware of and handle harassment and discrimination, and an overview of the drug policy and procedures. Note that as of October 1st 2023, all workers taking supervisory skills for the first time must complete the course in person to receive credit.

TWIC Card

All workers must possess a valid Transportation Worker Identification Card (TWIC) before they will be permitted to attend any training. This card must be presented at the time of the class. Make sure your TWIC card is credentialed at each port you work out of.  

Hazmat Certification

The Hazmat certification is required for all workers in the West Gulf and must be renewed every 3 years. Any worker without a current hazmat certification will not be permitted to work and will not be allowed to attend any other training class. This certification is now available online to workers who have previously taken the in-person classroom course.

PPE

PPE is required as a condition of employment. The following types of PPE are necessary for each job, unless otherwise direct by the employer.

• Hard Hats ANSI Z-89.1-1986
• Safety Vests ANSI Class II Vest
• Steel-toe Footwear ANSI Z-41-1991  
• Acceptable Work Gloves
• Eye protection depending on the commodity handled  

Autos, RORO & Yard Tractor

All operators of any motor vehicle must have a valid driver’s license issued by the state of Texas or Louisiana. Texas and Louisiana issued occupational licenses are now accepted.

Employee Responsibilities

• Follow safety employer, WGMA and OSHA safety standards along with any training you receive
• Report unsafe conditions or actions to your supervisor or safety committee representative promptly
• Report all injuries to your supervisor promptly regardless of how serious
• Report all near miss incidents to your supervisor promptly.

PIT Recertification

• Recertify Based on Hours Worked - If the worker has operated the equipment for 40 hours over the 3year period, the worker will be recertified based on a review of records.

• Employer Certification Renewal Form - The Company/Employer can submit a form to WGMA requesting recertification. This form must be submitted before the certification expires.

• Refresher Course - Have your local request a refresher course before the certification expires. The course must be completed prior to the certification expires

• Retake the Class - In order to operate in the future the worker will be required to successfully complete the entire certification course (classroom & hands on training).

The local will be notified of which operators have been decertified and which operators each month need to complete the PIT Refresher (or complete the hour requirements above). The Local will be responsible for contacting these individuals and signing them up for the appropriate course through the West Gulf Maritime Association.

Employee Responsibilities - continued

• Always use personal protective equipment (PPE).
  • Hard Hat
  • Safety Vest ANSI Class II
  • Steel toe shoes
  • Gloves
• Do not remove or alter any safety device or safeguard provided for employee protection
• Encourage coworkers by your words and actions to use safe work practices on the job
• Make suggestions to your supervisor, safety committee representatives or management about changes you believe will improve safety

Accident-Injury Reporting

All labor is required to report all injuries-accidents in a timely manner when the accident-injury happens to their immediate supervisor, gang foreman, or management personnel. All supervisory positions(Gang Foreman, Walking Foreman, CIC, CWS etc.) are required to report these accidents-injuries to management. If you have any question, contact management personnel in charge of the operation.

Foreman Responsibilities

• Ensure each employee you supervise has received initial orientation training.
  • Hazmat
  • Longshore Skills
• Ensure each employee you supervise has received training and are certified on safe operation of equipment they will be expected to operate
• Ensure each worker has required personal protective equipment (PPE) before starting work
  • Hard Hat
  • Safety Vest ANSI Class II
  • Steel toe shoes
  • Gloves
• Do a walk-around safety check of the work area before each shift. Report and correct any hazards you find.

Ship Side Shift Safety Meeting - Whip

Spot Trucks
• Grand Gestures
• Truck mirrors vibrate which in turn makes hard for drivers to see

Unlock Chassis
• Check every wheel box
• Report any problems
• Watch lift to ensure box released properly

Forklift
• Seat belts
• Pay attention to surroundings
• Do not park on tracks

Radios
• Not for “chit chat”. Causes other safety issues
• For safety and essential info only 
• Let’s not ruin a good thing

Foreman Responsibilities - continued

• Observe the employees you supervise during your shift. Correct any unsafe behavior. Report serious or repeated violations.
• Set a good example for employees by following safety rules
• Report all accidents and injury to management.
• Talk to management about work practices or equipment that will improve employee safety

Ship Side Shift Safety Meeting - Riggers

3 Container Rule
• Dogs can/do fall out
• Rods can break loose 

Manhole Covers
• Must be closed at all times

Clean Walkways
• Rods pushed to one side
• Prevent trips, sprained or broken ankles
• Do not park on tracks

Inspect Work Areas
• Check for…
• Rusted grates & walkways
• No guard or safety rails
• Poor lighting
• Anything strange or out of place - Report problems to Waling forman or Superintendent.

Work In Pairs
• Two men on deck at all times

Check Deck Dogs
• Check deck dogs when lids are put on
• No excuse for dogs not to be under box

Radio Communication
• Down forward
• Down aft
• Do not just say “cut it lose”
• If not down, elaborate essential info:
•    Land
•    Water 
•    Forward/Aft

Ship Side Shift Safety Meeting - Trucks

• Seat Belts
  • ZERO TOLERANCE
• Electronics
  • No earbuds, headphones, Bluetooth devices, etc…
  • No phones, pull over to take important calls
  • ZERO TOLERANCE
• Follow ALL Traffic Signs
  • Port police are giving citations
  • Do not drive the wrong way in the pad
• Unlock chassis
  • Know the company's policy regarding locking unlocking chassis
• Do not park under another gang’s whip
• Do not block another gang’s lane
• Do not drive in pedestrian lanes
• If you get out of the truck… TURN IT OFF
  • Workers must have proper PPE on when out of truck:
    • ANSI Class II Vest
    • Hard Hat
    • Steel toes

Ship Side Shift Safety Meeting - Trucks - continued

• Truck Issues
  • Report any issues with truck to Walking Forman

Ship Side Shift Safety Meeting - Clerks

• Let crane operator know when a chassis load pulls under the whip
• Spatial Awareness
  • Stay in the yellow pedestrian walkways
  • Never turn back to equipment
  • Pay attention to loads and lids

OSHA 2019 Most Frequently Cited Serious Violations 1918 Longshore

OSHA 2019 Most Frequently Cited Serious Violations 1917 Terminal

Supervisory Training Online Videos

PLEASE NOTE: You are required to view all nine (9) videos associated with this online Supervisory course.

The videos are:

WGMA Supervisory 1 - PPE On The Water Front

WGMA Supervisory 2 - Why You Need PPE

WGMA Supervisory 3 - Why Do We Wear PPE

WGMA Supervisory 4 - Sexual Harassment - A New Perspective

WGMA Supervisory 5 - Safe Driving On The Water Front Coastal

WGMA Supervisory 6 - Lashing Procedures

WGMA Supervisory 7 - Steel Cargo Handling

WGMA Supervisory 8 - I choose Not To Look The Other Way

WGMA Supervisory 9 - NMSA Presents Real Foremen, Real Leadership

The test at the end of this class has questions based on the videos and you must pass this test to pass this course. 

Expected Workplace Behavior - Harassment and Discrimination

Objectives:

• List and comprehend the types of acceptable and unacceptable behavior regarding harassment, discrimination, and professionalism.
• Understand the ILA and West Gulf Maritime Association policy regarding unacceptable behavior
  
• Understand your responsibilities in providing an appropriate environment
  

Workplace Goal: Appropriate Behavior

• Respect and value the contributions of all members of our work community, regardless of status or role with respect, civility, and courtesy.
• Use respectful and courteous verbal communication to effectively discuss disagreements.
• Abide by regulations and policies, and address any dissatisfaction with, or violation of, policies and procedures through the right channels.

ILA and WGMA Policy

• The Parties have agreed that all employment decisions shall be made without regard to race, creed, color, religion, national origin, sex, age, disability, or union membership or non membership.
• The Parties agree to comply with all employment statutes, including, but not limited to Title VII, FLSA, HIPAA, ERISA, ADA, ADEA, FMLA and OSHA.
• In addition, the Parties prohibit any employee from harassing, discriminating, or retaliating against any person because of race, color, religion, sex, national origin, age, or disability, or any other basis prohibited by law.
• Any complaint that there has been a violation of any employment law, such as Title VII, FLSA, HIPAA, ERISA, ADA, ADEA, FMLA and OSHA, or any comparable state law or local ordinance, shall be resolved solely by the grievance and arbitration provisions of the collective bargaining agreement.
• This agreement does not apply to claims for workers’ compensation benefits and NLRA claims.

Prohibited Conduct

• Employment decisions based on an impermissible factor
  • Hiring
  • Firing
  • Promotions
• Harassment
  • Based on an impermissible factor 
• Retaliation
  • Making a complaint
  • Participating in an investigation
• Any comments or action that is unprofessional or otherwise inappropriate

Discrimination

• Discrimination is any violation of any part of Title VII, the ADEA, or ADA regulations
• Discrimination Statutes:
  • Civil Rights Act of 1967-Title VII
  • Race
  • Sex
  • Religion
  • Color
  • National Origin
• Age Discrimination in Employment Act of 1967 (ADEA)
  Americans with Disabilities Act (ADA)

Harassment

Harassment includes discriminatory intimidation, insult, and ridicule where:

• The conduct has the purpose or effect of creating an intimidating, hostile, or offensive work environment
• The conduct has the purpose or effect of unreasonably interfering with an individual’s work performance
• The conduct otherwise adversely affects an individual’s employment opportunities

Sexual Harassment

Sexual harassment is unacceptable and will not be tolerated.

Sexual harassment is a form of misconduct that includes unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature where:

• Submission to or rejection of the conduct is used or is threatened to be used as a condition of employment
• Submission to or rejection of the conduct is used or is threatened to be used as the basis for employment decisions
• The conduct has the purpose or effect of unreasonably interfering with an individual’s work performance
• The conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment

Sexual Harassment - continued

No officer, manager, supervisor, member, or employee shall sexually harass any other person within the work places to which personnel are referred. Whenever such conduct is alleged, the Union will vigorously investigate and take prompt and effective remedial action where wrongful conduct is determined to have occurred.

While in some cases individuals may make sexual comments or jokes or personal advances without intending harm, such actions can be unwanted, threatening and perceived as harassment. Stopping sexual harassment in its many forms requires an increased awareness by everyone of the impact that such actions may have on others.

Sexual Harassment - continued

Sexual harassment takes many forms

• It can be between co-workers
• It can include a supervisor’s harassment of a subordinate, or a subordinate’s harassment of a supervisor.
• Third parties, who witness sexually harassing behavior in a workplace environment can also be the victims of the harassment.
• Harassers can be supervisors, co-workers, customers, vendors, suppliers, or clients.

All of these forms of harassment are illegal and violate the policy.

Retaliation

• Any adverse action because a person raised a complaint in good faith, participated in an investigation, or took legal action
• Retaliation against a worker making a complaint or cooperating in an investigation is prohibited.
  • An individual may not be denied work, receive unfavorable work assignments, fired, demoted, harassed, or otherwise suffer adverse action for having filed a complaint of discrimination, participated in a discrimination proceeding, or otherwise opposed discriminatory activity.

Inappropriate Behavior

Employees often say they are being harassed when they are subjected to inappropriate conduct or behavior which is not illegal, but unacceptable in the workplace.

• An example of this is workplace bullying. Workplace bullying is repeated mistreatment of one or more employees using humiliation, intimidation, and belittling of performance.
• Workplace bullying can include social bantering or teasing, verbal abuse, humiliation, constant negative criticism, gossip, and personal and professional threats.
• Bullying behavior can exist at any level of an organization. Bullies can be superiors, subordinates, co-workers and colleagues.

Filing a Complaint – Facilitator Process

If you believe you are subject to, or have observed, discrimination and/or harassment, you should immediately request a facilitator by calling 713-678-7655 or sending an email to chelsea@wgma.org.

The facilitator will investigate the situation in order to resolve all difficulties promptly and appropriately. To the extent possible, all discrimination, harassment, or retaliation issues will be handled as confidential.

If you make a complaint, or are questioned during an investigation, keep the investigation and the topic of the investigation confidential, and only discuss the situation with those with a need to know.

Facilitator Process - continued

The facilitator will request that a worker documents their complaint on an ILA-WGMA Discrimination-Harassment Complaint Form.

The worker will need to provide their personal contact information as well as a description of the incident.

Description of complaint:

• In the complaint, the worker should describe all of the facts surrounding the claim of discrimination, harassment, or retaliation.
• The worker should identify everyone involved, and indicate the date or dates events took place.
• The worker should describe what he or she believes motivated the individual who harassed or discriminated, and describe why the worker reached the conclusion that he or she was discriminated against or harassed.

Facilitator Process - continued

Upon receipt of the complaint form, the facilitator shall investigate the worker’s claim by collecting statements from the worker, the direct employer, and other witnesses. The facilitator may interview witnesses

The facilitator must make a recommendation within one month of the request for a facilitator.

The facilitator may confer with the worker, the direct employer, the union, and the WGMA either prior to or following the recommendation in an attempt to resolve the complaint

If the complaint is resolved to the satisfaction of all involved, the facilitator will document the resolution and forward the result to the worker, the union, and the WGMA (who will forward to the direct employer).

Facilitator Process - continued

If there is no resolution, the facilitator’s report shall be forwarded to the worker, the union, and the WGMA.

The report forwarded to the worker shall be sent by regular mail, and shall have the names of all witnesses blacked out.

The facilitator also may discuss the recommendation with the worker. The report is not required to make a final determination. In other words, the report may indicate that a genuine dispute exists.

The report and recommendations also may indicate the credibility determinations made during the investigation.

Facilitator Process - continued

If there are false claims, the facilitator may simply find the claim to be without merit.

If an issue is raised that is not a matter of discrimination or harassment, such as rate of pay, seniority, or discipline, the facilitator should simply note that an issue has been raised that will not be addressed by the facilitator and that the issue may be pursued by the union on behalf of the worker using the grievance procedure, should the worker and union elect to do so.

Any report that does not document a resolution, should include a closing paragraph stating: “Any party may request a grievance to resolve any unresolved issues. Any ILA worker may contact their I.L.A. Local president to request a grievance be held on any unresolved issues”

Examples of Unacceptable Conduct

• Sexual jokes, language, epithets, advances or propositions
• Written or oral abuse of a sexual nature, (e.g., sexually degrading or vulgar words used to described an individual)
• The display of sexually suggestive objects, pictures, magazines, posters or cartoons
• Comments about an individual’s body, sexual orientation, sexual prowess or sexual deficiencies
• Asking questions about sexual conduct
• Harassment consistently targeted at only one sex, even if not “sexual” in content
• Invading personal privacy at or outside the workplace (e.g. harassing telephone calls)
• Touching, leering, whistling, brushing against the body, or making suggestive, insulting, or obscene comments or gestures
• Demanding sexual favors in exchange for favorable reviews, assignments, continued employment or promises of the same
• Assault or coerced sexual acts.

Respect on the Waterfront - Everyone Deserves It

Drug & Alcohol Program Training

WGMA and ILA: Working Partners for an Alcohol and Drug-Free Workplace

Who Can Be Tested

All individuals working under any International Longshoreman Association (ILA) and West Gulf Maritime Association (WGMA) Collective Bargaining Agreement

Purpose of the Policy

• To establish and maintain a safe & healthy working environment for all workers.
• To reduce the incidents of injury to persons or property damage
• To reduce absenteeism, tardiness and indifferent job performance.
• To provide an opportunity for rehabilitation for any worker who seeks help in overcoming any addiction to, dependence upon or problem with alcohol or drugs.

Policy Prohibits

While a worker is on an employers premises or while working for an employer he/she is prohibited from:

• Using or possessing illegal drugs or alcohol
• Being under the influence of illegal drugs or alcohol
• Being under the influence of legally obtained drugs that interfere with a worker’s ability to perform their duties or endangering the safety of the worker and/or their coworkers.

When a Worker Can Be Tested

• Post Accident
  • Immediately following and accident; property damage and/or bodily injury or near misses
• Reasonable Suspicion
  • When work place factors give good faith reason to question the ability of a worker to properly and safely perfume their job regardless if drugs or alcohol are involved
• Random or Sweeps
  • On-site testing everyone (sweep)
  • Computerized selection of all workers on payroll  (random)
• Pre-Employment
  • When entering the industry
• Physicals
  • A drug test is always included when a physical is administered
• Recovery Program
  • A return to duty drug test
  • Random testing

Reasonable Suspicion

• A Drug Test may be required when work place factors give good faith cause to question:
  • The ability to properly and safely perform his job
  • Whether drugs or alcohol may be a factor
• Factors may include:
  • Physical appearance
  • Behavior
  • Other job-related circumstances

Recognizing Problems

Ongoing performance problems that may be indicators of substance abuse may include:

• Frequent tardiness and/or absences
• Co-workers or customer complaints
• Mistakes and missed deadlines
• Near misses or accidents

Intervention and Referral

Steps to take when you suspect a performance problem impacting safety:

• Contact your supervisor and obtain witness
• Document the problem
• Notify the worker
• Send worker for drug test
  
  

For free confidential help call: 832 529 2237

Supervisor & Worker Actions

Supervisor:

• Determine whether individual can drive to Testing Facility or complete testing on-site
• If individual can not safely drive, ensure transportation to Testing Facility or complete testing on-site
• Have the worker sign an authorization form, provide a copy for the testing facility
• Submit completed form to company and WGMA Safety Department
   

Workers:

• Follow the protocol as outlined on the authorization form
• Report to the facility within the time frame on the authorization form

How Can A Worker Be Tested

• Breath Alcohol Test
• 10 Panel Instant Drug Test
• 10 Panel Lab Urine Drug Test
• 10 Panel Lab Oral Fluid Drug Test
• DOT Drug test as applicable

Testing Protocol

• All testing is under direct observation
• Instant testing requires that all non-negative results are confirmed at a laboratory and are reviewed by a Medical Review Officer
• Split specimen testing, all drug tests are collected with a Vial A and Vial B.
  • Vial A is tested the result is reported.
  • Vial B is frozen and only used if there is a rebuttal test requested.
• Rebuttal testing must be submitted by the worked within 72 hours of a positive test result.
• Prescriptions are discussed with the medical review staff only

Collection, Lab & MRO

Collection:

• Conducted by a certified third party collector lab technician
• Completed under direct observation
• The worker must sign a consent form and release of information
• The worker and collection personnel will sign the chain of custody form
• Taken in a split sample.

Laboratories:

• All samples are tested under the same drug panels,
• Negative results will be reported to the MRO after the first test
• ALL other results will go through additional testing.

Medical Review Officer:

• All results are reviewed for adulterants, dilute levels, pH levels, and drugs present,
• Every result with the presence of a drug requires the worker to completely confidential interview covering prescriptions, lifestyle, and other substances taken,
• If the workers prescription(s) match the drug test result, the result will be Negative.

Substances Tested

• Alcohol
• Amphetamines
• Barbiturates
• Benzodiazepines
• Cocaine
• Marijuana (THC)
• Methadone
• Methaqualone
• MDA-Analogues
• Opiates
• Oxycodones
• Phencyclidine
• Propoxyphene
• Synthetic Marijuana
  
  

Policy Violation

• Positive test result
• Possession of illegal drugs while on premises or while working for an employer
• Failure to cooperate with the testing procedures
• Failure to submit to a alcohol and drug test within the designated time
• Failure to leave job without testing authorization form
• Refusal to take the Alcohol and Drug Test
• Provide or attempt to provide a synthetic sample or adulterated sample
• Dilute samples require retest with a 10 panel oral fluid drug test
• Refusing to sign the or failure to give a valid telephone number
• Failure to complete the medical review officer interview within 24 hours.

Negative Tests

If an individual is sent to a facility for drug testing by the direct employer and test negative, the direct employer will pay the individual for the time worked by his/her gang or the actual time involved in the drug test, whichever is greater (not to exceed six hours).

Drug Positives

1st Offense = Suspension from employment through any and all ILA hiring halls for a minimum of 60 days (2 months)

2nd Offense = Permanent suspension until Second Chance Program is completed successfully and serve a minimum of 180 days (6 months) suspension

3rd Offense = Out of Industry

Grievance is always available

Recovery Program

Call the Recovery Program Coordinator to enroll in the program and stay in weekly communication

Complete a WGMA approved rehabilitation program

• Meet with a substance abuse counselor
• Complete the program as outlined by the counselor
• Sign a release allowing the recovery program coordinator communicate with the counselor

Cannot work in the industry while suspended

• Each additional day worked will add 3 days to the suspension

Return to Duty

• Complete rehabilitation program
• A negative return to work drug test
• Contact information on file with WGMA for random drug testing

Recover Program Graduation

1st offenders will be reset after 3 years if there are no other offenses

2nd offenders will be in the program for the duration of their ILA career.

Keep current contact information on file with the WGMA and Drug Program Administrator

Must be available for Random Drug Testing with in 24 hours of call

• 1st offense - three years after the first offense
• 2nd offense - the duration of his/her career with the ILA after the second offense.

Alcohol Positives

Violations involving alcohol shall be handled in accordance with intoxication misconduct policy

• Any level above .000BAC can equate to termination for the work day.
• .080BAC or greater equates to suspension
• All Offense = Suspension from employment through any and all ILA hiring halls for 30 days

Grievance Procedure

All disputes arising under this Policy must be resolved under the Grievance Procedure in the collective bargaining agreements.

Resolutions reached on disputes shall be binding to all parties

For questions regarding your Drug & Alcohol Policy please contact your Union Officials or Virginia Perez at virginia@wgma.org

Supervisory Examination

The Supervisory examination has 10 questions. You must score at least 75% on the examination to receive credit for this course.

Click on the "Next" button to begin the examination.