MTA Metro-North Railroad Employment

MTA Metro-North Railroad is committed to equal opportunity for all employees, applicants for employment, customers, those engaged in business with Metro-North, and other persons with whom its employees may have contact in the course of performing their duties. Equal opportunity is the right of all persons to participate in and benefit from programs and activities for which they are qualified. 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 includes an individual's right to be free of unlawful harassment, which is verbal or physical conduct that denigrates or shows hostility toward an individual because of his/her membership in a protected class. Company 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, physical or mental disability, age, marital status, veteran's status, or on any other basis prohibited by law. Gregory Bradley, Vice-President, Human Resources & Diversity, is responsible for administering the Company's Equal Employment Opportunity Program.

The Company encourages employees to report discriminatory treatment or offensive behavior. The Company will discipline any employee who violates this Policy, up to and including dismissal. Any employee who believes he/she has been the victim of unlawful discrimination has several options for reporting it. You should, where possible, confront the person responsible for the conduct, tell him or her that the conduct is discriminatory or offensive, and request that it stop. You should also contact your immediate supervisor. If this approach is not desirable, appropriate, or possible, you may call Mr. Bradley, at (212) 340-2172, Kay Turner, Director, Workforce Diversity, at (212) 340-2479, Maryann Gormley-O'Connor, Assistant Director, Workforce Diversity, at (212) 340-3412, or Shibu Jacob, Manager, Statistical Compliance at (212) 340-3452. You may also file a charge 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 Company prohibit retaliation against, or intimidation of, a person because he/she has filed 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 Mr. Bradley, Ms. Turner, Ms. Gormley-O'Connor, or Mr. Jacob as soon as possible.

The Company 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 Company 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 Company has an Equal Employment Opportunity Program, including goals and timetables, to achieve appropriate representation of minorities and women in its workforce. Mr. Bradley is responsible for administering the Equal Employment Opportunity Program.

Supervisors are responsible for creating and maintaining a workplace that is free of illegal discrimination and for achieving the diversity goals of this Policy and of the Equal Employment Opportunity Program. A supervisor's knowing condonation of conduct prohibited by this Policy is a violation of the Policy. Supervisors are responsible for ensuring that this Policy is prominently displayed and that employees are aware of and understand it. They are also responsible for ensuring that all non-agreement and agreement supervisory employees attend Workforce Diversity training and consider this Policy and the Equal Employment Opportunity Program when making any employment decision. The Company will evaluate their efforts under this Policy and the Equal Employment Opportunity Program in the same manner it evaluates other aspects of their performance.

By ensuring that opportunities and responsibilities are accorded on the basis of individual merit, the Company 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.