Equal Employment Opportunity Policy Statement
Date: March 2011
To: All LIRR Employees
From: Helena E. Williams, President
Re: Equal Employment Opportunity Policy Statement
This memorandum reaffirms the commitment of MTA Long Island Rail Road (LIRR) to Equal Employment Opportunity (EEO) for all employees and applicants for LIRR employment. LIRR prohibits illegal discrimination, harassment or retaliation based on race, sexual orientation, gender (including gender identity and expression), religion, creed, color, age, national origin, disability, marital status, military status, domestic violence victim’s status, genetic information, or any other basis prohibited by applicable law. LIRR is committed to ensuring that recruitment, selection, promotion, compensation, transfers, training, discipline, layoffs, termination, benefits and other terms of employment, are applied consistently with applicable law to ensure EEO for all employees and applicants.
An EEO Program with specific goals and timetables has been developed to help the demographic makeup of the LIRR workforce become more reflective of the labor pool area. All managers and supervisors share responsibility for assuring that these goals are achieved. Their performance toward these goals is measured in the same manner as their performance regarding other LIRR goals. Michael Fyffe, Director-Diversity Management is responsible for coordinating LIRR’s Equal Opportunity Program.
If you believe you have been subjected to unlawful discrimination, harassment or retaliation, you should immediately report this to your supervisor, next level supervisor or to Diversity Management, located at Jamaica Station, Mail Code #1141, Jamaica Station, Jamaica, New York (718-558-8170 or 718-558-7781). A prompt and thorough investigation will be conducted. You may also file a complaint with the New York State Division of Human Rights or the United States Equal Employment Opportunity Commission.
All employees are required to fully cooperate with the investigation of a complaint. Confidentiality will be maintained to the extent practical and consistent with LIRR’s obligation to undertake a full inquiry and to make a determination. Retaliation against an employee or applicant who has filed a complaint, or interference with an employee or applicant’s right to file a complaint concerning such matters is prohibited. LIRR will discipline any employee who is determined to have violated LIRR’s Equal Employment Opportunity Policy or Anti-Harassment Policy, up to and including termination.
Managers and supervisors are responsible for ensuring that the work environment under their control is free of unlawful discrimination, harassment or retaliation. A supervisor or manager who becomes aware of unlawful discrimination, harassment or retaliation must notify the Diversity Management Office immediately.
LIRR’s commitment to equal opportunity is consistent with its Core Values - Honesty, Loyalty, Trust, Respect, Quality Work and a focus on Customer Service. By treating each employee as a valued and respected member of the team whose contributions are critical to the LIRR’s success, we benefit LIRR, our customers, and ourselves. Every employee is responsible for ensuring that the workplace conforms to LIRR’s Core Values.
Department heads and managers are responsible for ensuring that employees are aware of this Policy Statement and that it is prominently displayed in the workplace.
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