EEO

The Connecticut Commission on Human Rights and Opportunities (CHRO), the State of Connecticut's chief civil rights law enforcement agency, no longer has jurisdiction to adjudicate claims concerning MTA Metro-North Railroad.

MTA Metro-North Railroad is committed to equal opportunity for all employees, applicants for employment, interns, customers, those engaged in business with MTA Metro-North, and anyone with whom its employees may have contact in the course of performing their duties. Equal employment opportunity is the right of all persons to compete on an equal basis for hiring and promotional opportunities and to be evaluated on the basis of individual merit. Equal opportunity is the right of all persons to participate in and benefit from programs and activities for which they are qualified. Equal opportunity includes an individual's right to be free of unlawful harassment, including verbal or physical conduct that denigrates or shows hostility toward an individual because of his/her membership in a protected class. Railroad policy prohibits discrimination against, and harassment, or bullying of, a person or group of persons on the basis of race or color, national origin, religion or creed, gender, sexual orientation, gender identification, physical or mental disability, genetic information, age, marital status, veteran status, or any other basis prohibited by law. Raymond Burney, Sr. Vice President, Administration is responsible for administering the Railroad's Equal Employment Opportunity Program.

The Railroad encourages employees to report discriminatory treatment or offensive behavior. The Railroad will discipline any employee who violates this Policy, up to and including dismissal. The Railroad provides several avenues for employees to report discriminatory or offensive conduct. Employees should, where possible, confront the person responsible for the conduct, say that it is discriminatory or offensive, and request that it stop. Employees should also report the conduct to their immediate supervisors. If this approach is not desirable, appropriate, or possible, employees may call Wendy W. Wark, Director, Employee Relations & Diversity, at (212) 340-2479, Maryann Gormley-O'Connor, Assistant Director, Employee Relations & Diversity, at (212) 340-3412, or Shibu Jacob, Manager, Statistical Compliance, at (212) 340-3452. Supervisors who become aware of discriminatory behavior should contact the Employee Relations & Diversity Department as soon as possible. Employees may also file charges of discrimination with the New York State Division of Human Rights, the Connecticut Commission on Human Rights and Opportunities, or the United States Equal Employment Opportunity Commission. The law and the Railroad prohibit retaliation against, or intimidation of, anyone who has made a complaint or participated in the investigation of a complaint. Supervisors who receive a complaint of discrimination or harassment, or bullying, whether from an employee, customer, or other third party should contact Ms. Wark, Ms. Gormley-O'Connor, or Mr. Jacob as soon as possible.

The Railroad is also committed to workforce diversity, which is an essential component of its equal opportunity commitment to its employees, its customers, and the communities it serves. The Railroad appreciates and respects the contributions and perspectives of all employees and promotes an inclusive, non-discriminatory working environment that encourages individual and organizational excellence. In addition to this Policy, the Railroad has an Equal Employment Opportunity Program, including goals and timetables, to achieve appropriate representation of minorities and women in its workforce. Mr. Burney is responsible for administering the Equal Employment Opportunity Program.

Supervisors are responsible for creating and maintaining a workplace that is free of illegal discrimination by upholding our Equal Opportunity policy; for achieving the diversity goals of the Equal Employment Opportunity Program; and for considering this Policy and the Equal Employment Opportunity Program when making any employment decision. Supervisors are to ensure that this Policy is prominently displayed and that employees are aware of and understand it. The Railroad will evaluate their efforts under this Policy and the Equal Employment Opportunity Program in the same manner it evaluates other aspects of their performance. All non-agreement and agreement supervisory employees are required to attend Employee Relations & Diversity training.

By ensuring that opportunities and responsibilities are accorded on the basis of individual merit, the Railroad fosters a business environment where equal opportunity is an integral part of its daily operations. Together, we can accomplish our mandate to provide safe, efficient, and reliable transportation to our customers and service region, while at the same time achieving our equal opportunity and affirmative action objectives. Equal opportunity and workplace diversity are every employee's business.