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Equal Employment Opportunity Policy Statement

Date:   March 2009

To:      All LIRR Employees

From:  Helena E. Williams, President

Re:      Equal Employment Opportunity Policy Statement

This memo reaffirms the MTA Long Island Rail Road (“LIRR”) commitment to Equal Employment Opportunity (“EEO”).  The LIRR has implemented a program of non-discrimination and anti-harassment based on race, sex, sexual orientation, religion, creed, color, age, national origin, disability, marital status or other basis prohibited by law. The LIRR is committed to ensuring that recruitment, selection, promotion, compensation, transfers, training, discipline, layoffs, termination, benefits and other terms of employment, are applied in a way that is consistent with Federal, State or local law and that ensures equal employment opportunity 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 share responsibility for assuring that these goals are achieved. Success toward these goals will be measured in the same manner as their performance toward other LIRR goals.

Michael Fyffe, Director-Diversity Management (718-558-8170), is responsible for coordinating LIRR’s Equal Opportunity program. The Diversity Management office is located at Jamaica Station Headquarters #1141, Jamaica Station, Jamaica, New York.

If you are an employee and believe you have been subjected to illegal discrimination, harassment or retaliation you should immediately report this to your supervisor, next level supervisor or to the Diversity Management Department at 718-558-8170 or 718-558-7781, and a prompt and thorough investigation will be conducted.   Employees and applicants 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 the LIRR’s obligation to undertake a full inquiry and to make a determination.  Managers and supervisors are responsible for ensuring that the work environment under their control is free of illegal discrimination and harassment.

A supervisor or manager who becomes aware of illegal discrimination, harassment or retaliation must notify the Diversity Management Office immediately. 

The LIRR’s commitment to equal opportunity is consistent with its core values - honesty, loyalty, trust, respect, quality work and customer service.  By treating each employee as a valued and respected member of the team whose contributions are critical to the success of the LIRR, we benefit the Railroad, our customers, and ourselves.   Managers and supervisor are responsible for ensuring that the work environment conforms to the LIRR’s core values.

Managers are responsible for ensuring that employees are aware of this policy and that it is prominently displayed in the work place.